(solved) Assignment Health and Social Care
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Added on 2020-01-28
(solved) Assignment Health and Social Care
Added on 2020-01-28
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AssignmentHealth and Social CareStudent nameStudent numberProfessor’s nameSubmission date
LO 3: Understand systems for monitoring and promoting the development of individualsworking in health and social care settings.Q8. Explain monitoring strategies adopted when checking the performance ofemployees working and analyse different techniques for promoting development continuityin these employees in the health and social care work place (AC3.1) (AC3.3)Performance measurement is central to the quality improvement and maintenance in the healthand social care settings. These measurements provide a means to check how these health andsocial care centres are actually doing, comparing them with the industry standards as well as settargets and identify the opportunity for improvement. The use of employee performancemanagement is limited to few national health systems from western European countries andmanaged health care companies of USA and Canada.The principle methods of measuring andmonitoring the performance of the employees include regulatory inspection, third partyassessments, public satisfaction survey and statistical indicators. However, these methods are notbeen tested and their effectiveness is dependent upon descriptive studies rather than controlledtrials. The effectiveness of these employee performance monitoring strategies depends on manyvariables like the national culture, purpose of the review, ways of applying these strategies andhow the outcomes are used. Accreditation, benchmarking and evidence-based medicine have fewconcepts and tools developed. In case of St. Thomas Nursing home, these performance reviewsare done on a quarterly basis and a combination of strategies is used to determine theperformance level of its health care employees. Their performance management is more of aframework or the underlying rationale of the organization to enhance performance and quality.As suggested by Fletcher (1992), the simplest strategy or plan comprises of -Developing the objective of the centre as well as the performance monitoring system ofthe health and social care centre.Clear communication within the centre so that the employees are aware of the system andcan contribute as per the set standards and guidelines.Define individual responsibility and accountability lines.Monitoring and measuring the staff performance based on their roles and responsibilities.
Forming and implementing appropriate rewards strategyTraining and development of the staff improve performance and career progression in thefuture.In case of health and Social care settings, the performance review system cannot rely upon anysingle source of data but should collect the information from various sources. Consumers, i.e.,the patients should be prominently involved and the results should be transparent and easilyaccessible. The following different types of performance measurement criteria’s are used todetermine the staff performance as well as that of the centre –Regulatory inspection – Many countries have statutory inspectorates which monitor thecompliance with published licensing regulations of the health and social care centers.These guidelines provided by the inspectors have recently also started including themonitoring of the performance management system adopted by these centers. This helpsthe centers to follow the set rules and rank the employees based on the quality standardsset by the regulatory authority. Surveys of Patients experiences – The receivers of the services of the employees are thebest to judge and hence the patient surveys are very crucial in measuring the staffperformance. Standardized surveys of patients and their relatives can dependablymeasure the staff as well as the overall hospital’s performance. These surveys aredesigned in a manner that would record what is valued by the patients and their caretakers. These criteria which would measure the specific domain of experience andsatisfaction would give a methodological feedback about the services of the staff.Researchers of Harvard medical school have developed and tested standardized which arecustomized and used by various centers.Assessments by Third-party – Many centers have been consulting experts of performancemanagement to review their staff performance. These experts use a combination ofmethods as like surveys and statistical data as well as internal assessments to give theirfair view of the employee rankings based on the information collected. These provide theadvantage of being bias free and more systematic.
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