Performance Management

Gómez-Mejía, L., Balkin, D., & Cardy, R. (2012). Managing human resources. (7th ed.). Upper Saddle River, NJ: Prentice Hall. Please write up to minimum 150 to 200 maximum word count for questions 1 to 11; #12 is Powerpoint. Try and relate the material to real-life applications and also to the textbook and Human Resources in Health Care. Do not plagiarize!

1. Chap 7- Superficially, it seems preferable to use objective performance data (such as productivity figures), when available, rather than subjective supervisory ratings to assess employees. Why might objective data be less effective performance measures than subjective ratings?

How important are rating formats to the quality of performance ratings? What is the most important influence on rating quality?

Do you think performance appraisal should be done? Is it worth the cost?

2. Chap7- What criteria do you think should be used to measure team performance? What sources should be used for the appraisal? Should individual performance still be measured? Why or why not?

3. Chap 14- Why have managers needed to place greater emphasis on employee rights in recent years? Do employers have rights? If so, what are these rights?

4. Chap 14- The administration of discipline usually occurs between a manager and a subordinate employee. How can HR staff contribute to the fairness of the administration of discipline? How can HR staff contribute to the reduction of the need to administer discipline to employees within a company?

5. Are performance appraisals necessary?  How do they enhance future performance?

6. How will you set goals with your employees in an effort to raise the evaluation score? 

References Robbins, Stephens. P., & Judge,Thomas.A. (2007). Organizational Behavior(12th ed.).Upper Saddle River, NJ:Pearson Prentice Hall

7. The following article "The Ten Commandments of Effective Discipline", provides the following disciplinary procedures of companies that all share certain characteristics that make the discipline carried on at the companies truly effective. 

1. Discipline shall be centralized.

2. Discipline decisions shall be reviewed before being implemented

3. The employer shall notify employees of conduct that may result in discipline

4. The employer shall provide industrial due process

5. Discipline shall be progressive, at least most of the time

6. The employer shall document the discipline

7. Discipline shall be fair

8. A thorough investigation shall precede the decision to discipline

9. Discipline shall be consistent

10. A disciplinary system shall be flexible

What steps should the manager take when they need to fact find an issue and prepare to address a poor performer? 

Reference Soltis, Michael J.,(n.d.). The Ten Commandments of Effective Discipline. CBIA Retrieved August 12, 2015 from  http://www.cbia.com/HR/HRIssuesAndLaws/TenCommandmentsofDiscipline.htm

8. What steps should a department manger take when an employee exhibits problems meeting the job's minimum standards of performance?

9. Emotional intelligence, which is defined as one's ability to detect and manage emotional cues and information (Organizational Development, 2007). 

Emotional intelligence is composed of five dimensions;

 

1.  Self-Awareness - being aware of what you are feeling

2.  Self-management - the ability to manage your own emotions and impulses

3.  Self-motivation - the ability to persist in the face of setbacks and failures

4.  Empathy - the ability to sense how others are feeling

5.  Social skills  - the ability to handle the emotions of others

A manager displaying a high level of emotional intelligence creates a sense of trust in the employee and raises their sense of self awareness, management, motivation, empathy, and social skills.

As managers what steps will you take to develop the necessary skills to self manage your emotions when confronted with a difficult decision? 

 

Reference Robbins, Stephens. P., & Judge,Thomas.A. (2007). Organizational Behavior(12th ed.). Upper Saddle River, NJ:Pearson Prentice Hall.

10. Management By Objectives (MBO) emphasizes participatively setting goals that are tangible, verifiable and measurable (2007). 

There are four areas that will need to be considered if you are implementing the MBO:

1.  Goal Specificity

2.  Participation in decision making

3.  An explicit time period 

4.  Performance feedback 

How will you formulate a strategy to identify all four areas of the MBO in order to improve the employees performance?  

Reference Robbins, Stephens. P., & Judge,Thomas.A. (2007). Organizational Behavior(12th ed.) Pearson Prentice Hall. , NJ:Pearson Prentice Hall .

11. Watch and discuss the Appraisals as a Motivational Tool video https://www.youtube.com/watch?v=1AwnYlNzZoY

12. You are working in Human Resources and have a group of new employees. You want to create information to facilitate the training and the importance of the process that goes into training. 

Create a learning aid about training and education in health care. You may PowerPoint for the presentation. 

Include the following in the learning aid: 

· Explain why training and education are vital in health care.

· Explain the importance of measuring competencies.

· Describe the process for tracking and evaluating training effectiveness. 

Include a minimum of two references. Format your paper consistent with APA guidelines.