performance appraisal - Nursing management

Nursing Management

1. Submitted To Submitted By Mrs. S. Bharathi M.sc (N) Praba.P Nursing Tutor M.sc (N) II year GCON GCON Cuddalore Cuddalore Performance appraisal Tools, Confidential reports, Formats, Management, Interview

2. INTRODUCTION Performance management is the core of human resource management. Performance appraisal is the key link and core content of Performance management. It is a process and method that an enterprise uses specific standards as an indicators to evaluate employees past work , behaviour and work performance under the established strategic objectives.

3. DEFINITION OF PERFORMANCE APPRAISAL Definition: According to scott , clothier and springal “Performance appraisal is a record of progress for apprentices and regular employees, a s a guide in making promotions , transfer or demotions, as a guide in making lists for bonus distribution for seniority consideration and for rates of pay , as a source of information that makes con refences with employees helpful”.

4. OBJECTIVES OF APPRAISAL To determine the effectiveness of employees on their present jobs To identify the shortcomings of employees To find out their potential for promotion and advancement.

5. PURPOSES AND BENIFITS To provide backup data for management decisions To serve as a check on hi r ing and recruiting practices and as validation of employment tests To motivate employees by providing feedback about their work To discover the aspirations of employees and to reconcile them with the goals of the organization

6. PURPOSES AND BENEFITS CONTD… To improve com m unication between supervisor and employee To establish standards of job performance To improve organizational development To help the organization determine if it is meeting its goals

7. IMPORTANCE OF PERFORMANCE APPRAISAL Performance appraisal helps the management to take decision about the salary The continuous evaluation of an employee The Performance appraisal brings out the facilities available to an employee It minimizes the communication gap between the employer and employee Promotion is given to an employee on the basis of performance appraisal The training needs of an employee can be identified through performance appraisal

8. IMPORTANCE OF PERFORMANCE APPRAISAL CONTD… The decision for discharging an employee from the job Performance appraisal is used to transfer a person who is misfit for a job to the right placement The grievances of an employee are eliminated through performance appraisal. The job satisfaction of an employee increases morale. This job satisfaction is achieved through performance appraisal

9. CONCEPT OF PERFORMANCE APPRAISAL should be in writing and ca rried least once a year should be shared with the employee The employee should have the opportun it y respond in writing to the appraisal E mployees should have a mechanism to appe als results of the performance appraisal

10. CONCEPT OF PERFORMANCE APPRAISAL Contd... The manager should have adequate opportunity during the course of the evaluation period Anecdotal notes Should be trained Focus on employe morale

11. CHARECTERISTICS AND OBSTACLES The philosophy , purpose, and objectives of the organization are clearly stated so that performance appraisal tools can be designed to reflect these . The purposes of performance appraisal ar e identified, communicated, and understood Job descriptions are written in such a manner to standards of performance appraisal can be identified The appraisal tool used is suited to the purposes for which it will be utilized and is accompanied by cle ar instructions for its use. Evaluators are trained in the use of the tool

12. CHARECTERISTICS AND OBSTACLES CONTD… The performance appraisal procedure is deline ated communicated, and understood Plans for policing the appraisal procedure and evaluation appraisal tools are developed and implemented Performance appraisal has the full support of the management Performance appraisal is considered to be fair and productive by all who participate in it.

13. The principal appraisal are: obstacles to effective performance appraisal Lack of support Resistance Evaluation biases Lack of clear objective Failure to communicate Lack of suitable tool Failure of policy procedure

14. PRINCIPLES OF PERFORMANCE APPRAISAL Single employee is rated by two ratters. Continuous and personal observation of an employee is essential The rating should be done by an immediate superior A separate department may be created The rating is conveyed to the concerned employee.

15. PRINCIPLES OF PERFORMANCE APPRAISAL CONTD... The management should create confidence in the minds of employees. The standard for each job should be determined by the management. Separate printed forms should be used for performance appraisal to each job according to the nature of the jo b

16. Performance appraisal process

17. METHODS OF PERFORMANCE APPRAISAL

18. METHODS OF PERFORMANCE APPRAISAL CONTD... 1. Confidential reports The government organization usually relies on this method of individual method. Old and traditional Prepared at the end of every year By immediate superior strength & weakeness personal trait s

19. 2. ESSAY APPRAISAL METHOD Simplest rating method Sugesstion Highly subjective Not free from bias

20. 3. CRITICAL INCIDENCE TECHNIQUE Rates on essential events May be biased 4. Check list Set of descriptive statements Yes or No Simple, convenient , less time Ex: Is the employee satisfied with the job? Yes / No

21. 5. Graphic rating scales Continuum Quantity and quality Not free from bias

22. 6. BEHAVIOURALLY ANCHORED RATING SCALE BARS is a new method. Systematically developed check list Critical incidence with graphic rating scales Good or bad Costly and time consuming

23. 7. FORCED CHOICE METHOD Useful to reduce the bias Sets of pair pharses may be positive or negative Contain 4 sentences increasing the objectivity in the evaluation of employees performance.

24. 8. Management by objective

25. MULTIPLE PERSON EVALUATION METHOD 1. Ranking method old and simple form of performance appraisal An employee is ranked against the other Example: High performance rank as 1 Advantages Comparision possible Disadvantages Big organization Not evaluate individuality Lay objectivity

26. PAIRED COMPARISION METHOD Is a part of ranking method Used in a big organization Each employee is compared with other employee Evaluator compares two employees and put mark against an employee In the same way an individual is compared with all other existing employees Final appraisal as best with maximum ticks Advantages Suitable for big organization Individual traits are evaluated Disadvantages Understanding of this method is difficult one & time consuming

27. FORCED DISTRIBUTION METHOD Method that forces the rater to distribute the ratings of the overall Performance of an employee is known as forced distribution method Suitable to large organizations But individual traits could not be appraised under this method. Example A group of workers doing the same job would fall into the same group as superior at and above the average, below the average and poor.

28. OTHER METHODS 1. Assessment centres Several employees assessed by various experts using various techniques such as role play, stimulation exercises and transactional anlysis . The appraiser ranks the performance of each employee in order of merit. For promotion, training and development.

29. GROUP APPRAISAL METHOD In this method, several appraisers do the rating Multiple techniques to evaluate the employee Actual performance is compared with standard Eliminates personal bias Time consuming

30. 360 DEGREE FEEDBACK APPRAISAL Also known as multirater feedback Most comprehensive method of assessment Input comes from multiple sources Self appraisal is the cornerstone of this method Gives chance to the employee to look her strengths and weakness More appropriate to assess leadership and management abilities of abilities

31. FIELD REVIEW METHOD Interview between the rater and the immediate supervisor Contain detailed report of employee A copy of this report placed in personnel file Success of this type of appraisal based on the competence of the interview.

32. COMPONENTS TO BE EVALUATED

33. STEPS FOR PEER REVIEW Steps of peer review

34. TYPES OF APPRAISAL INTERVIEW Types of appraisal interview

35. KEY BEHAVIOURS FOR AN APPRAISAL INTERVIEW 1. Put the employee at ease 2. clearly state the purpose of the appraisal interview 3. Go through ratings one by one 4. Draw out the employee reactions to the ratings 5. Decide on specific ways in which performance areas can be strengthened 6. Set a follow up date 7. Express confidence in the employee

36. LIMITATIONS OF PERFORMANCE APPRAISAL Unreliable Employee well known to the employer Inability of supervision Some qualities not assessed Appraise good to avoid displeasure Uniform standards are not followed

37. POTENTIAL APPRAISAL PROBLEM

38. FORMAT OF PERFORMANCE APPRAISAL- GENERAL INFORMATION 1 Name in block letter 2 Father ‘s name 3 Employee ID 4 Department 5 Current designation 6 Pay detail 7 Date of last promotion 8 Date of eligibility for promotion 9 Date and place of birth 10 Marrital status

39. ACADEMIC QUALIFICATIONS ( MATRIC - TILL POST GRADUATION) Examinations Name of the Board/University Year of passing Percentage of marks obtained Division / Class/ Grade Subject SSC HSC GRADUATION POST- GRADUATION Other examinations if any

40. PERIOD OF TEACHING EXPERIENCE P.G Classes ( in years) U.G Classes ( in years)

41. CONCLUSION Thus performance appraisal is the process of evaluating the ability of an individual employee against predetermined job- related performance standards.

42. THEORY APPLICATION Throughput Output Through The Students seminar , PPT gained knowledge about Performance appraisal tools, Techniques,tools, reports,Formats Feedback Input The students have lack of knowledge in performance appraisal tools, techniques, interview, reports.

43. JOURNAL REFERENCE Jin Peng, Hindawi, "performance appraisal system and its optimization method for Enterprise Management Employees Based on the KPI Index, volume - 1, 2022. Article ID 1937083. 12 pages. The characteristics and related research Sta u s o f enter prise staff performance appraisal was combined, and the deficiencies of Current enterprise management staff performance appraisal are pointed out. Based On the analysis of the structure, Job responsibilities and function of enterprise managenent Staff performance was based on KPI. The result showed that after the optimization of the performance appraisal system of management Staff, the enthusiasm of the managament Staff has been improved, and the vitality and market Competiveness of the enterprise have been enhanced.

44. ASSIGNMENT Write an assignment on new performance assignment for M.sc nursing.