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moreno_medical_center_week_5.pptxMoreno Medical Center
Team A
Melissa Cliff, Diana Lund, Desiree Bennett
The Idaho Industrial Commission is responsible for regulating all companies to have and maintain worker’s compensation and manage how companies handle their claims.
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Performance management systems
Clear Job Descriptions
Appropriate Selection Process
Negotiating Standards
Coaching & Feedback
Effective Development Programs for Improvement
Evaluating Employee Performance
Performance management systems should always include the following:
Developing clear job descriptions and employee performance plans which include performance indicators (Benefits of a Performance Management System, 2013).
Appropriate selection process is another stage in performance management. It includes the selection of the right set of people by implementing this process.
Negotiation standards includes how the performance standards for measuring the outcome and overall productivity against the company’s defined benchmarks are met.
Coaching and Feedback consist of the management providing continuous coaching and feedback during the delivery of performance by the employee.
Effective development programs are set up by identifying the training needs after reviewing the outcome achieved against the set standards of job performance and implementing new improvements to the employee performances.
Holding quarterly performance development discussions with each employee is important to evaluate which employees need additional training and which employees are reaching the performance goals set at the beginning.
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2
Compensation and benefits plan
Following Performance Management Process
Designing Effective Compensation
Providing Promotional Development
Exit Interviews
Benefits Packages
When following the performance management process there should always be some kind of compensation and benefits plan put into place
Each company should design a effective compensation and reward system for each department. Employees who are recognized for reaching their goals and exceeding the companies goals will push them to exceed the companies and benchmark standards.
When employees are achieving their performance goals there should be some kind of promotional/career development support and guidelines for them to follow to ensure they are growing with the company.
When a company performs exit interviews, it tends to give them some kind of truth to things that need to be changed within each department of the company. This can help the company prevent more turnovers by correcting the discontentment issues.
Letting the employees know they matter by offering them a benefit package will ensure quality employees and take most of the compensation side of the compensation and benefits plan.
3
Moreno Medical Center performance management system
Career & Training Goals
Collaborative Initiatives
Continued Education
All Resources Through HR
recommendations
Evaluation & compensation process
90 days, 6 months, and Yearly
Issues and Goals
Expectations
Performance Review
Open Door Policy
Each new hire is evaluated after 90 days by their direct supervisor
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recommendation
Moreno medical centers Formal benefits plan
401k
Medical/Dental/Vision
Additional Core Benefits
Continued Education
Optional Life/Long-Term Disability
FMLA
Retirement Benefits
recommendations
questions
references
DeCenzo, D. A. (2013). Fundamentals of Human Resource Management (11th ed.). Hoboken, NJ: John Wiley & Sons, Inc
Benefits of a Performance Management System. (2013). Retrieved from Management Study Guide: http:// managementstudyguide.com/benefits-of-performance-management-system.htm
Lister, J., & Media, D. (2015). Strategic Plan for Employee Compensation and Benefits. Retrieved from Chron: http:// smallbusiness.chron.com/strategic-plan-employee-compensation-benefits-15613.html
Human Resources. (2014). Retrieved from Moreno Medical Center: https://multimedia.phoenix.edu/virtualorgs/moreno-medical-center/human-resources/employee-benefits-programs/
