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Report on Developing Managing Performance: Wellton NHS

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Added on  2019-12-18

Report on Developing Managing Performance: Wellton NHS

   Added on 2019-12-18

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Report on Developing Managing Performance: Wellton NHS_1
Table of ContentsIntroduction......................................................................................................................................3Task 1...............................................................................................................................................3Evaluating the individual performance related pay (IPRP)........................................................3Task 2...............................................................................................................................................81. How and to what extent performance appraisals might improve organizational performance.....................................................................................................................................................8Conclusion.....................................................................................................................................13References .....................................................................................................................................15
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Introduction Managing employee performance in the organization is difficult, for this company needto introduce various appraisal and reward system so that employee can easily motivate towardthe work. Financial reward help in increasing the overall performance of employee and increasethe overall productivity if organization. The present report is based on Wellton NHS trust whichis situated in north of England. It is medium sized organization which provide support andmedicals services to to a population of 450000 people. In this report different reward strategieswhich help in improving the performance of staff member is critically evaluated. Along withthis, the advantage and disadvantage of individual performance related to pay as performancemanagement tool in the NHS is discussed. Apart from this, the characteristic of effective andineffective appraisal's design and implementation is explained. Task 1Evaluating the individual performance related pay (IPRP).According to the given scenario, the Wellton NHS trust introduce new performancerelated pay criteria. Susan bell was appointed as an HR partner of NHS trust so that it caninnovate effective reward management system. The reason behind introducing this rewardsystem is to improve the performance of employee so that they can deliver high level care topeople. Susan HR review the effectiveness of current reward policy and providerecommendation. Individual performance related pay The individual performance related pay is not the increases in salary or wages ofemployee. In performance related pay organization given reward to employee on their bestperformance so that they motivated toward the work. At NHS the individual performance related pay can be introduce so that employee getmotivated toward the work (Daniele, Iozzo, and DeFronzo, 2015). There are many advantagesand disadvantage of the performance related pay which can positively or negatively impact theNHS trust. There are some advantage that is manager can use a framework for setting hihg goalsand this help in improving the productivity of individual. Along with this in NHS there are manyemployee who are giving their poor performance. This method is best for dealing with workerswho are working ineffectively. Along with this if individual employee are given reward on their
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best performance, then it motivate other employee to work heard for getting reward. This help inretaining employee in organization for longer period of time. Apart from this there are somedisadvantage of performance related pay at NHS trust that is if company set high goal thenemployee can get demotivated because some time they are unable to achieve high goal. Theperformance appraisal process can be impacted because firm only focus on financial reward noton their developmental needs (Schlaepfer, Bewernick and Coenen, 2014). The reward is forshort term goal so it is narrowly focused. IPRP improve organizational performanceIndividual performance pay also support in improving the performance of organization. Ifcompany set tough goal and set financial reward on achieving it then all employee work hard forgetting reward. There are different type of employee work in organization who are not givingtheir best effort. NHS can easily motivate them toward the work. Along with this, it helps inincreasing overall productivity and profitably of organisation. Apart from this performancerelated pay is based on the theories of motivation and on the degree to which reward influencethe performance of individual. Money is sole motivator for workers, NHS can use its employeeeffectively by paying financial reward. There are some theories which help in understandingbetter that is expectancy theory. It is effort performance relationship in which individual effort isappreciated by providing them reward. This theory is based on expectation of individual.The expectation theory is based on employee motivation and outcome that how much individualwant a reward. This theory help in making sure that workers can achieved the set performancetarget. This theory is based on assumption that is people are motivated to work when they expectthat they will get some benefit on hard working. It is linked with how much reward is importantfor them and in it must be attractive incentives. There are three variables of expectancy theorythat is as follow:
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