Performance Management in Healthcare Settings

This assignment analyzes performance management systems within healthcare, specifically examining how performance appraisals are conducted for doctors. It explores the use of the Balanced Scorecard as a performance appraisal tool at Mithatha General Hospital in Eastern Cape Province, South Africa. The review considers various perspectives on performance appraisal effectiveness, drawing upon research and theoretical frameworks. It delves into the impact of appraisal systems on doctor motivation, job satisfaction, and operational efficiency within hospitals.

Manage Individuals’ Development in the
Workplace
Management: Unit 8User

Management 1
Contents
Introduction......................................................................................................................................2
1 Be able to carry out performance appraisals.................................................................................2
1.1 Explain the purpose of performance reviews and appraisals.................................................2
1.2 Explain techniques to prepare for and carry out appraisals...................................................3
1.3 Provide a private environment in which to carry out appraisals...........................................3
1.4 Carry out performance reviews and appraisals in accordance with organisational policies
and procedures.............................................................................................................................4
1.5 Provide clear, specific and evidence-based feedback sensitively..........................................4
1.6 Agree future actions that are consistent with appraisal findings and identified development
needs............................................................................................................................................4
2 Be able to support the learning and development of individual team members...........................5
2.1 Describe training techniques that can be applied in the workplace.......................................5
2.2 Analyze the advantages and disadvantages of learning and development interventions and
methods........................................................................................................................................6
2.3 Explain organisational learning and development policies and resource availability...........7
2.4 Review individuals’ learning and development needs at regular intervals...........................7
2.5 Suggest learning and development opportunities and interventions that are likely to meet
individual and business needs......................................................................................................8
Conclusion.......................................................................................................................................8
References........................................................................................................................................9

Management 2
Introduction
Performance review or appraisal can be understood as a systematic evaluation of the
organisational workforce in consideration with their job performance and the respective potential
for development. In other terms, performance review and performance appraisal can be
explained as the process of measuring the productivity of the employees in terms of job
effectiveness and efficiency1. It helps in the evaluation of the total contribution made by each
employee in the accomplishment and achievement of the organisational objectives and goals.
There are number of other uses also which the organisation can attain with the use of the
performance review and performance appraisal. The report will present the importance of
performance appraisal in managing the individual development at the organisational workplace
in respect with the healthcare sector of the United Kingdom. The purpose is to understand the
role of understand the various techniques of performance appraisal, importance of feedbacks,
identification of development needs, significance of training and learning and development in the
organisations, and use of organisational policies related to training and learning.
1 Be able to carry out performance appraisals
1.1 Explain the purpose of performance reviews and appraisals
In present scenario, there has been an increasing emphasis on managing development of the
individuals in the healthcare sector in order to ensure that there is greater effectiveness and
higher quality of work which can offer the individuals with a better value for their money. In
recent few years, the constructive feedback or performance review and the performance appraisal
have been developed for teaching the health professionals for managing their development at
their workplace in respect with the improvement in their work2. There is a need to have regular
performance appraisals in the healthcare organisation so that there can be effective management
of the development needs of the individuals3.
1TC.Bednall, K. Sanders, P. Runhaar. Stimulating informal learning activities through perceptions of performance
appraisal quality and human resource management system strength: A two-wave study. Academy of Management
Learning & Education. 2014 Mar 1;13(1):45-61.
2 M. Armstrong, A. Baron. Managing performance: performance management in action. CIPD publishing; 2005.
3 K. Lloyd. Performance appraisals and phrases for dummies. John Wiley & Sons; 2009 Aug 11.

Management 3
1.2 Explain techniques to prepare for and carry out appraisals
There are several appraisal techniques. The first technique is ranking method in which the
managers or the raters are required to rank the employees on the basis of their performance. It is
a system of pitting all the organisational employees in an order of rank. There are various
benefits of ranking method as the actual performances can be measured and compared as well as
help in framing an effective development program according to the rakes of the employees4. The
second method which is mostly used in amongst all the healthcare sector organisations is the
critical incident technique. According to this technique, there is preparation of individual
statement by the managers that contains a list if the effective and ineffective behavior of the
employees, for example, in the healthcare organisations, it is evaluated but the managers that
whether the employees have handled the patients and the various other situation in an effective
manner or not such as how patiently they have reacted to the patient and other individuals5. The
key importance of this technique is that it offers an objective basis for performing a thorough
discussion of the performance of an employee as well as save the performance appraisal from the
decency biasness. The other technique appraisal techniques that are also used is checklists where
the performance of the employees are evaluated on the basis of work performed as per the
checklist; 360 degree appraisal where all the aspects of the performances of the employees are
cove red under the evaluation technique such as employees’ abilities, behavior, skills, etc. There
is a feedback session that took place in 360 degree appraisal technique6.
1.3 Provide a private environment in which to carry out appraisals
To carry out appraisals in the most effective and efficient manner there is a need to have a
private environment where there can be saved from any kind of distractions and a long
conversations with the employees can take place. The absence of such environment results in
improper understanding and flow of communication which affects the appraisal. Therefore, there
is a need to have adequate environment so that the needs and requirements of the individuals
could also assessed in a proper manner and effective appraisals could take place.
4 S. Hutchinson. Performance management: theory and practice. Kogan Page Publishers; 2013 Aug 29.
5 C. Dusterhoff, JB. Cunningham, JN. MacGregor. The effects of performance rating, leader–member exchange,
perceived utility, and organizational justice on performance appraisal satisfaction: Applying a moral judgment
perspective. Journal of Business Ethics. 2014 Jan 1;119(2):265-73.
6 N. Brennan, M. Bryce, M. Pearson, G. Wong, C. Cooper, J. Archer. Understanding how appraisal of doctors
produces its effects: a realist review protocol. BMJ open. 2014 Jun 1;4(6):e005466.

Management 4
1.4 Carry out performance reviews and appraisals in accordance with
organisational policies and procedures
There is a need that the performance appraisals and reviews must always be in accordance with
the various procedures and policies of the organisation. There are various policies and
procedures in the healthcare organisations so that an adequate and structured way of performance
appraisal can be performed of the employees for the effective management of their needs and
development. There is a purpose set in the policy of the development of the employees. In scope
of the policy, it is described that at what extent or what all members will be the part of the policy.
The policy offers a variety of reasons for appraisal and reviews such as improving the efficiency
and effectiveness of the employees, enhancing productivity and achieving better results.
1.5 Provide clear, specific and evidence-based feedback sensitively
In order to manage the development of the individuals, there is taken use of feedbacks, the
evidence based feedbacks are the performance review methods which helps in reviewing the
performances of the employees. The organisational managers analyze the performance of the
employees and review the various aspects of their performance that comprises of the loopholes
and the area of improvement7. The managers offer a constructive feedback to the employees so
that they can analyze their weaknesses and have improvement in their individual performance.
The performance appraisal is one of the best sources for managing the development of the
individuals at the workplace8. The employees are provided with a clear feedback which can help
them in not only getting insights of the results of the performance but also regarding the future
tasks and job work to be performed so that better results can be attained.
1.6 Agree future actions that are consistent with appraisal findings and identified
development needs
There are future actions that are consistent with appraisal findings and identified development
needs which are essential to be performed such as rewards and recognition. The performance
appraisals also helps in enhancing the motivation of the employees as if the results of the
7ACAS.Help & advice for employers and employees, [website], 2017, http://www.acas.org.uk/index.aspx?
articleid=1461 (accessed 29 October 2017).
8TM.Trebble, N. Heyworth, N. Clarke, T. Powell, PM. Hockey. Managing hospital doctors and their practice: what
can we learn about human resource management from non-healthcare organisations?. BMC health services research.
2014 Nov 21;14(1):566.

Management 5
evaluation are good and it is found that the employees have shown sign of increased productivity
and efficiency then they are appraised with recognition and rewards which helps them to boost
their morale to work hard as well as motivate other employees to achieve the same9. Thus, in the
healthcare sector of UK, the organisations take use of effective performance reviews and
performance appraisals for managing the development of the individuals and their needs10.
2 Be able to support the learning and development of individual team
members
2.1 Describe training techniques that can be applied in the workplace
There are various training techniques that can be used and applied at the workplace for managing
the development of the employees such as one-to-one training, mentoring and self-directed
training. In one-to-one training, the managers or the key executives offers training to the
employees in a face-to-face session where the employees and the manager direct communicate
with each other. Such training technique helps in the fastest development of the individuals as all
the queries, issues and grievances are shared and managed accordingly11. The second key most
important training technique is mentoring where there are few mentors appointed in the
organisations that mentor the performance of the employees as well as help them in completing
their task12. These mentors not only provide guidance bi also analyses the various areas where
the employs lack so that there can be made improvements. Such technique of training helps in
recognition of faults as well as working on guidance and attains individual development. The
third technique is self-directed training where there is no upper pressure on the employees and
the employees are themselves responsible for their task, failure as well as achievement. They are
offered with authority to self-direct themselves. Such training technique offers some kind of
motivation to the workers as well as with self-direction they become more manageable as well as
9 N. Brennan, M. Bryce, M. Pearson, G. Wong, C. Cooper, J. Archer. Towards an understanding of how appraisal of
doctors produces its effects: a realist review. Medical Education. 2017 Oct 1;51(10):1002-13.
10TM.Trebble, L. Cruickshank, PM. Hockey, N. Heyworth, T. Powell, N. Clarke. Individual performance review in
hospital practice: the development of a framework and evaluation of doctors’ attitudes to its value and
implementation. BMJ QualSaf. 2013 Nov 1;22(11):948-55.
11Nt. Lunt, R. Mannion, M. Exworthy.A framework for exploring the policy implications of UK medical tourism and
international patient flows.Social Policy & Administration. 2013 Feb 1;47(1):1-25.
12JA.Cogin, JL.Ng, I. Lee. Controlling healthcare professionals: how human resource management influences job
attitudes and operational efficiency. Human resources for health. 2016 Sep 20;14(1):55.

Management 6
increase development takes place13. Thus, all such training techniques are used in the healthcare
sector of the United Kingdom in order to have effective management of the development of the
organisational individuals14.
2.2 Analyze the advantages and disadvantages of learning and development
interventions and methods
With continuous emphasis of the organisations on the development of the individuals at the
workplace, there has also been laid down a huge focus on the importance of training and learning
and development to achieve the same. In the health care sector of the United Kingdom, there is a
strong significance of the various training approaches and learning and development
interventions and methods for teaching the health professionals for managing their development
at their workplace in respect with the improvement in their work. The training and learning and
development methods are implemented to have quality improvement in the employees at the
healthcare sector in respect with the field of medical, paraprofessional and nursing. There are
several CPD i.e. continuing professional development courses that are made available which
comprises of training related to particular projects, on-the-job training and workshops15. There
are various different training methods which are used at the UK healthcare sector such as the
courses of organisations in respect with the formal quality, various improvement approaches,
learning and development sessions for teaching quality improvement, practical trainings for
developing skills, distance learning, professional development workshops, on-job training,
collaborative training and various other approaches. In most of the healthcare sector
organisations of UK, there is more focus on PSDA cycles. The PSDA cycles can be understand
as the plan, do, study and act which are used by the organisations to involve the employees in the
planning and execution process with a better methods to study and then to act in an efficient
manner. However, there is also an upsurge significance of incorporating the multidisciplinary
training at various level of the organisation. The on-job trainings are considered as most effective
13 AB. Adejoka, MS. Bayat. Evaluating of Performance Management and Development Systems with Balanced
Scorecard as a Performance Appraisal Tool at Mithatha General Hospital-Eastern Cape Province. Journal of
Research and Development. 2014 Jan;1(7):7-24.
14TM.Trebble, M. Paul, PM. Hockey, N. Heyworth,R. Humphrey, T. Powell, N. Clarke.Clinically led performance
management in secondary healthcare: evaluating the attitudes of medical and non-clinical managers.BMJ QualSaf.
2015 Mar 1;24(3):212-20.
15CIPD.The professional body for HR and people development, [website], 2017, https://www.cipd.co.uk/ (accessed
29 October 2017).

Management 7
among all for their management. In the healthcare sector of UK, in past few years, there has been
increased focus on the development of the individuals as due to the growing pressure posed by
various other industries where the management of the development of the individuals is much
effective as well as rapid16.
2.3 Explain organisational learning and development policies and resource
availability
The other ways for managing the development of the individuals, there is taken use of effective
learning and development interventions and approaches. There is used learning and development
policy in the healthcare organisations so that an adequate and structured way of learning can be
offered to the employees for the managing of their needs and development. There is a purpose
set in the policy of the development of the employees. In scope of the policy, it is described that
at what extent or what all members will be the part of the policy. The policy offers a variety of
reasons for development such as improving the efficiency and effectiveness of the employees,
enhancing productivity and achieving better results. The individual development needs are
identified so that the needs of each and every individual are considered and accordingly the
policies are framed. Later to this, a proper set of plans are developed which can help in the
implementation of the development of the individuals through offering learning and development
opportunities to the employees. The development is also evaluated so that it must be ensured that
the learning and development sessions are effective and are offering adequate outcomes17.
2.4 Review individuals’ learning and development needs at regular intervals
There is an essential need to review the individuals’ development and learning needs at regular
intervals so that the individual development needs are identified, considered and accomplished. It
is necessary to perform such activity to have a better understanding of the individual goals and
objectives to increase the motivation level of the individuals. To grow and develop an
organization, the primary need is to make the employees developed their interest in the
accomplishment of the organizational goals which can only be done through increased
motivation and to enhance the motivation level of the workforce, it is significant to manage the
16 A. Federation. A brief history of medical education and training in Australia.
17 DR. Okello, L. Gilson. Exploring the influence of trust relationships on motivation in the health sector: a
systematic review. Human resources for health. 2015 Mar 31;13(1):16.

Management 8
individual needs at regular intervals. This can be done through discussions, taking feedbacks and
through one-to-one discussions.
2.5 Suggest learning and development opportunities and interventions that are
likely to meet individual and business needs
Coaching is one of the best suggested learning and development opportunity and intervention
that is likely to meet the needs of the business and the individuals as coaching is where the
employees are offered training through an external member or some expert who offers complete
guidance which help the employees in performing effectively as well as also improves their
efficiency level. In coaching, the employees get to learn some new and innovative ways to
perform the organisational tasks so that better results can be achieved. The continuing
professional development opportunity is also gaining huge recognition for managing the
development of the individuals at the organisational workplace and for supporting the
improvement of the employees.
Conclusion
In every organisation, there is an essential need of managing the development of the individuals
at the organisational workplace so that they remain motivated to work hard and have effective
performance outcomes which can be beneficial both for the organisation as well as the
employees. In the healthcare sector of UK also there is a requirement of managing the
development of the organisational employees because of growing dis0satisafction and turnover
of the employees due to number of reasons. The report concludes that to manage the
development the one of the best way is performance review and performance appraisals. There
are various techniques which can be used for performance appraisal. The performance appraisal
not only helps in analyzing the performance of the individuals bur also help them in improving
their performances as well as achieving better and improved outcomes in future in respect with
effectiveness and efficiency in the performances. The feedbacks also play a major role in guiding
eth performance and future outcomes foe the employees as well as play a major role in the
development of the individuals at the workplace. From the overall analysis and insights, it is
stated that training and learning and development are other important factors which can also give
their major support in achieving a better and developed organisational workforce.

Management 9
References
ACAS.Help & advice for employers and employees, [website], 2017,
http://www.acas.org.uk/index.aspx?articleid=1461 (accessed 29 October 2017).
Adejoka AB, Bayat MS. Evaluating of Performance Management and Development Systems
with Balanced Scorecard as a Performance Appraisal Tool at Mithatha General Hospital-Eastern
Cape Province.Journal of Research and Development. 2014 Jan;1(7):7-24.
Armstrong M, Baron A. Managing performance: performance management in action. CIPD
publishing; 2005.
Bednall TC, Sanders K, Runhaar P. Stimulating informal learning activities through perceptions
of performance appraisal quality and human resource management system strength: A two-wave
study. Academy of Management Learning & Education. 2014 Mar 1;13(1):45-61.
Brennan N, Bryce M, Pearson M, Wong G, Cooper C, Archer J. Towards an understanding of
how appraisal of doctors produces its effects: a realist review. Medical Education. 2017 Oct
1;51(10):1002-13.
Brennan N, Bryce M, Pearson M, Wong G, Cooper C, Archer J. Understanding how appraisal of
doctors produces its effects: a realist review protocol. BMJ open. 2014 Jun 1;4(6):e005466.
CIPD.The professional body for HR and people development, [website], 2017,
https://www.cipd.co.uk/ (accessed 29 October 2017).
Cogin JA, Ng JL, Lee I. Controlling healthcare professionals: how human resource management
influences job attitudes and operational efficiency. Human resources for health. 2016 Sep
20;14(1):55.
Dusterhoff C, Cunningham JB, MacGregor JN. The effects of performance rating, leader–
member exchange, perceived utility, and organizational justice on performance appraisal
satisfaction: Applying a moral judgment perspective. Journal of Business Ethics. 2014 Jan
1;119(2):265-73.

Management 10
Federation A.A brief history of medical education and training in Australia.
Hutchinson S. Performance management: theory and practice. Kogan Page Publishers; 2013 Aug
29.
Lloyd K. Performance appraisals and phrases for dummies. John Wiley & Sons; 2009 Aug 11.
Lunt NT, Mannion R, Exworthy M. A framework for exploring the policy implications of UK
medical tourism and international patient flows.Social Policy & Administration. 2013 Feb
1;47(1):1-25.
Okello DR, Gilson L. Exploring the influence of trust relationships on motivation in the health
sector: a systematic review. Human resources for health. 2015 Mar 31;13(1):16.
Trebble TM, Cruickshank L, Hockey PM, Heyworth N, Powell T, Clarke N. Individual
performance review in hospital practice: the development of a framework and evaluation of
doctors’ attitudes to its value and implementation. BMJ QualSaf. 2013 Nov 1;22(11):948-55.
Trebble TM, Heyworth N, Clarke N, Powell T, Hockey PM. Managing hospital doctors and their
practice: what can we learn about human resource management from non-healthcare
organisations?. BMC health services research. 2014 Nov 21;14(1):566.
Trebble TM, Paul M, Hockey PM, Heyworth N, Humphrey R, Powell T, Clarke N. Clinically led
performance management in secondary healthcare: evaluating the attitudes of medical and non-
clinical managers. BMJ QualSaf. 2015 Mar 1;24(3):212-20.