performance appraisal in nursing
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In this file, you can ref useful information about performance appraisal in nursing such as performance appraisal in nursing methods, performance appraisal in nursing tips, performance appraisal in nursing forms, performance appraisal in nursing phrases … If you need more assistant for performance appraisal in nursing, please leave your comment at the end of file.TRANSCRIPT
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Performance appraisal in nursing
In this file, you can ref useful information about performance appraisal in nursing such as performance appraisal in nursing methods, performance appraisal in nursing tips, performance appraisal in nursing forms, performance appraisal in nursing phrases … If you need more assistant for performance appraisal in nursing, please leave your comment at the end of file.
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• performanceappraisal123.com/1125-free-performance-review-phrases• performanceappraisal123.com/free-28-performance-appraisal-forms• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting performance appraisal in nursing
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When searching for higher productivity and trying to develop quality, companies focus on their employees, who are fundamental elements in terms of productivity and effectiveness towards organizational goals.
The way the companies see their employees has changed because of the modifications in the work market and in organizational culture. The term "human resources" is now referred to as "human capital", and personal administrative processes are now called "people management", which main focus is on organizational development.
Therefore, professional performance has evolved from a traditional hierarchical pattern, centered on productivity measurement to a more flexible and participative pattern, which enables workers to develop their skills, foster their personal and professional growth, and thus recognize their potential and invest in their creativity and commitment to work.
For the employee it is relevant to know how he/she has performed and managed his/her professional development according to the company's expectations.
For the companies it is a challenge to develop their contributors' qualifications and potential in order to achieve optimal performances. An evaluating process can be used for that aim, and it is an important tool to provide workers with feedback, as well as to develop new potentials, and motivate group qualification.
Performance evaluations monitors group and individual work, the results obtained compared to the expected ones. In addition, it enables a continuous, constant, and broad follow up of group
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actions. When used correctly, it is one of the best tools a company can rely on to develop and motivate workers.
At hospitals, the nursing staff has an important position in the human resources group because of the high number of professionals. The performance evaluation technique is a useful tool to fit the team's approach to production and personal achievement.
The quality of health services is strongly linked to the nursing staff's personal performance. Being aware of that performance develops human resources and assures the quality regarding the care they provide.
Evaluating workers' performance in the team that he/she coordinates is one of the nurse's administrative assignments. The nurse who evaluates must be the worker's direct supervisor, and must observe his/her work and take notice of biases and prejudice, avoiding subjective influences and values. Moreover, he/she is responsible for the performance of his/her group and should be able to arouse critical views in relation to the process and results.
The evaluation process is an important tool both for work development and for gaining benefits for all those involved in the process.
Evaluators often observe and collect data about the employee who is going to be evaluated when the assessment time is close, which results in an unclear representation that values recent issues .
In some cases, nursing professionals state that the evaluation "scares, hurts, oppresses, causes fear" and as a consequence they "suffer in anticipation", thus it is often characterized as an emotionally strong event .
Those feelings can be related to certain concepts that have been fastened upon the evaluation process and that characterize it as "centered on mistakes, failures and negative feelings that are consequences of such practice, which leaves deep wounds", or relating it to "a kind of compensation and punishment, taking the evaluations as resources to identify workers' problems". However, anxiety is overcome as a more participative process between evaluator and evaluated is developed.
Performance evaluation is considered a continuous process and each member of a work team uses and understands it in a different way. Understanding how all of that reflects on the group, and consequently on the institution, and analyzing its real meaning in the work context are significant aspects in outlining and conducting that process in the real world.
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III. Performance appraisal methods
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1. Essay Method
In this method the rater writes down the employee description in detail within a number of broad categories like, overall impression of performance, promoteability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee. Advantage – It is extremely useful in filing information gaps about the employees that often occur in a better-structured checklist. Disadvantages – It its highly dependent upon the writing skills of rater and most of them are not good writers. They may get confused success depends on the memory power of raters.
2. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored. The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques.
3. Rating Scale
Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages – Rater’s biases
4. Checklist method
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Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does the reporting or checking and HR department does the actual evaluation. Advantages – economy, ease of administration, limited training required, standardization. Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings
5.Ranking Method
The ranking system requires the rater to rank his subordinates on overall performance. This consists in simply putting a man in a rank order. Under this method, the ranking of an employee in a work group is done against that of another employee. The relative position of each employee is tested in terms of his numerical rank. It may also be done by ranking a person on his job performance against another member of the competitive group.Advantages of Ranking MethodEmployees are ranked according to their performance levels.It is easier to rank the best and the worst employee.Limitations of Ranking MethodThe “whole man” is compared with another “whole man” in this method. In practice, it is very difficult to compare individuals possessing various individual traits.This method speaks only of the position where an employee stands in his group. It does not test anything about how much better or how much worse an employee is when compared to another employee.When a large number of employees are working, ranking of individuals become a difficult issue.There is no systematic procedure for ranking individuals
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in the organization. The ranking system does not eliminate the possibility of snap judgements.
6. Critical Incidents Method
The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents. Advantages – Evaluations are based on actual job behaviors, ratings are supported by descriptions, feedback is easy, reduces recency biases, chances of subordinate improvement are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; feedback may be too much and may appear to be punishment.
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