Performance Management in Healthcare

This assignment delves into the critical topic of performance management within the healthcare industry. It examines current practices and research related to HR strategies, focusing on their influence on employee performance, well-being, and overall organizational effectiveness. The analysis draws upon academic literature and real-world case studies to provide a comprehensive understanding of the challenges and opportunities facing HR professionals in managing human capital within the dynamic healthcare sector.

MANAGING HUMAN
RESOURCES

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1................................................................................................................................................1
1.2................................................................................................................................................2
1.3................................................................................................................................................3
TASK 2............................................................................................................................................4
2.1................................................................................................................................................4
2.2................................................................................................................................................4
2.3................................................................................................................................................5
2.4 ...............................................................................................................................................6
TASK 3............................................................................................................................................6
3.1................................................................................................................................................6
3.2................................................................................................................................................7
3.3................................................................................................................................................8
TASK 4............................................................................................................................................9
4.1................................................................................................................................................9
4.2..............................................................................................................................................10
4.3..............................................................................................................................................11
4.4..............................................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management includes the process of recruitment, selection of employee,
providing proper training and development skills, performance of appraisal, maintaining proper
relation with labour and trade unions, motivating employees with compensation and benefits
(Booth and van Ours, 2013). Altogether, the purpose of human resource management is to make
efficient use of existing human resource in an organisation. HRM is a function planned to
maximize the performance of employee in service of an employer's strategic objectives. The
responsibilities of HR manager falls into three major areas which are staffing, employee
compensation and benefits (Wright and McMahan, 2011). All the workers have a statutory right
to accommodate their needs in terms of flexible pattern of working. Present report is based on
Holiday inn hotel which is headquartered at UK. This report covers the guest model of human
resource management , the implications of line mangers and employees of developing a strategic
approach to HRM. Furthermore, it covers model of flexibility which may be developed by an
organisation. Moreover, it covers the forms of discrimination that can take place in the
workplace. At last, it covers different methods of performance management.
TASK 1
1.1
Guest model of HRM is based on assumption that HRM is distinctively different from
strategic management. Holiday inn adopted HRM practices for organization so that company can
accomplish it goals (Swayne, Duncan and Ginter, 2012). It is very essential for HR manager to
develop skills and knowledge of employees and they need to implement effective strategies to
balance the same. There have been various theories and models proposed by researchers which
can be adopted by organization in effective manner. Guest model covers HR activities including
training and development, Motivation, appraisal, reward system and flexibility. The employee's
of Holiday inn need to involve and intensify their efforts with the implications of guest's model
in management system. There are six concepts of guest model which are as follows: HRM Strategy: In order to achieve desired goals, Holiday inn adopted effective strategies
such as focusing on better quality, reduction in cost and discrimination of product and
services.

 HRM Practices: HR manager organises various activities such as training and selection
process, reward system and performance appraisal programmes, this will increase the
level of motivation in employees (Guest model of HRM. 2016). HRM Outcomes: In the process of growth plan, Holiday inn will achieve better quality
services from its employees. With the increased performance of employees, the manager
can give them flexible working hours. Behaviour Outcomes: The company will make effective efforts to retain its employees
and involving them in decision making process to increase their motivation level. Performance Outcomes: Guest model is applied in the workplace of Holiday inn then
improvised performance outcome is acquired so that employee turnover also get reduced
and quality will be preserved (Storey, 2014).
 Financial outcome: In the context of financial outcomes, high sales revenue and return
on investment will be delivered by Holiday inn with respect to guest model.
1.2
According to the storey's definition of human resource management, he states that it is a
identifiable approach to employment management which seeks to achieve competitive benefit
through the strategic deployment of highly committed and capable workforce to attain success
and desired objectives with the implication of strategic techniques (Stone and et.al., 2015). HR
manager of Holiday inn manages overall resources including recruitment and selection, job
analysis and design , performance appraisal, training and development, employee welfare and
wage and salary administration.
On the other hand, Holiday inn follow the process of personal management which is
given by storeys including administrative function of an organization that exists to developing
employees so that they become more valuable in a company (Rowold, 2015). It consist of
conducting job analysis, selecting right people for job, deciding and managing wages and
salaries, providing benefits and incentives , performance appraisal and to manage the general
employee-employer relationship.
According to storeys, in Holiday inn hotel IR practices is concerned with the relationship
between the management and the workers, the main purpose is to maintain consonant

relationship between employees and employer by solving their problem through process and
corporate bargaining (Pfeffer, 2010). This relations intensity on accommodating other parties
interest, value and needs. Thus, IR is major area of human resource managers giving a long due
value to human relations in an organization.
It is concluded that the HR manager of Holiday inn will follow all the three aspects of
human resource management and they differentiate it by the decision making process in which
IR practices and personnel management is slow and on the other side HRM is quick and effective
(Maley, 2011). There is pluralist approach in personnel management and IR practices while
HRM follow Unitarian approach. In personnel management and IR practices here is no direct
communication while in HRM there is face to face communication between employees and
meetings.
1.3
Employees and line manager play a crucial role in order to attain business success and
growth. Following are their roles and responsibility toward organisation progress- Employees- Human resource e is a very significant assets for an organisation. In absence
of these assets, company can not survive its business activities and functions. Employees
of Holiday inn are required to evolve a strategic form of approaches that are implemented
to gain high success from all business administration (Macfarlane and et.al., 2011).
Personnels are responsible to develop sales and profit strategies related to business
operations. Further more, they assist in establish performance metric for regular creativity
and innovation in the business. Only through employees efforts company can increase its
quality and productivity and profitability. Employees are key source to develop effective
brand image in the market.
 Line manager- Line manager is a person who is responsible to develop an effective
relationship between top manger and lower level management. In order to control and
manage employees activities he/she plays a very crucial role (Lewis and et.al., 2010).
Line manger creates a path through which information can exchanges between these two
levels in the business enterprise. In the context of Holiday Inn hotel, line manager is
responsible to collect and analyse information and assess the components that are capable
enough to influence their functioning. Further, he/she is responsible to specialise day to
day function and allocating the assignments to employees.

TASK 2
2.1
Every business organisation requires retaining effective human resources for long term
and improve the quality and productivity of work. In order to fulfil this purpose, flexibility
model is the best strategy through which firm can make employees feel satisfied and motivated
for rendering high performance (Ledford, Benson and Lawler, 2016). In context of Holiday Inn,
flexibility may very beneficial in various terms in the business practices, strategies, policies etc.
Flexibility in these mentioned aspects can assist in developing a strong relationship with
customers. In a firm, when it is needed to adopt some changes and fluctuation in the management
function, only flexibility is the strategy which helps company make employees accept these
alterations in the working practices. Through this model, corporation can provide employees
some kind of relief and relaxation with respect to their working condition as well policies and
practices related to work (Koh and Sebelius, 2010). By this, personnel can feel relaxed and
encouraged for higher productivity of business. Cited venture can use these strategies for
different purposes such as improving the quality of employee’s performance, retaining skilled
and knowledgeable workforce for long term within organisation, bringing some major changes in
the management level and developing strong and healthy relationship at workplace. All these
mentioned reasons can be addressed with assistance of flexibility. In addition to this, flexibility
can be related to employee’s work location. For example, sometimes, employees can be unable
to work at office due to some personal reason, in such case, company can provide flexibility to
work from home.
From the above discussion, it has been ascertained that Holiday Inn hotel can adopt
flexibility strategy in order to improve quality and motivation level of employees so as it can
attain its predefined goal in effective manner.
2.2
As per the above discussion it has been clear that flexibility is useful and effective for
retaining employees and improving the quality of their performance at workplace. Company can
adopt model of flexibility according to the requirement in different situations. There are various
types of flexibilities which can be adopted by Holiday Inn in different situations. Following are
some flexibilities which can used by the cited venture-

 Location Flexibility- As per this flexibility, firm provides the facility to employees to
work from home or any other location which is far from company’s office. In that case,
employees may be connected with client and members of the firm by internet and other
communication channels such as mobile or telephone (Kakuma and et.al., 2011). This
type of flexibility can be beneficial for both; employees and corporation as through this
facility, company can reduce the cost of office and other expenses related to employment. Functional Flexibility- This kind of flexibility can be adopted by Holiday Inn for
bringing changes in shifting time and increasing the level of salary (Ivanovic and Collin,
2015). Further, when firm needs to fluctuate its company’s policies, practices, discipline
and regulations then this type of flexibility is appropriate and effective.
 Numerical Flexibility- Holiday Inn can adopt this kind of flexibility in order to measure
the demand and supply of services. This flexibility is related to the quantitative
measurement under which firm can consider number of present human resources and
requirements in the future. It can be said that it is related to the quantity and measurement
through which firm can measure sales quantity, profit margin and number of customers.
2.3
From the above discussion, it has been ascertained that Holiday Inn can bring changes in
practices and policies by the use of flexibility. Further, through this model, cited venture can
increase revenue and quality performance of personnel. This model is not only beneficial for
organisation, but it is also profitable for employees. There are various aspects of flexibility for
workers and from firm’s point of view which are discussed as below- Employee’s perspective- In context of personnel, flexibility is a beneficial attribute in
order to make employees satisfied and motivated (Hutchinson and Purcell, 2010).
Through this model, employees have facility related to work location, working condition
and working hours. Employees can enhance their comfortability as well as capability
status of working by this flexibility aspect. Furthermore, when employees are satisfied
with their working conditions and practices, they are inspired to take initiatives for
accomplishing higher lever responsibility. This is a signal of company’s growth and
profitability.
 Organisation Perspective- Holiday Inn is very beneficial by using the flexibility model.
The major objective of cited venture is to have regular innovation and creativity in

production and render effective services to customers (Guest, 2011). Furthermore, cited
venture can be able to increase the quality and productivity of employee’s performance
by balancing their personal and professional life.
2.4
In context of Holiday Inn, flexibility provides many facilities and improvement for both;
employees and organisation. This model has positive influence the labour market. Following are
some aspects which influenced by flexibility-
 Labour market flexibility is a firm's ability to make changes in their workforce in terms
of number of personnel. Recruitment and selection also get influenced by flexibility. In
this aspect, HR team recruits candidates on the basis of demographic variations such as
age, gender, location, occupation and culture (Glendon, Clarke and McKenna, 2016).
 Flexibility influences the worker’s working condition and practices so that they can get
highly motivated for taking initiative for higher level task.
 Through flexibility, employees can be able to increase their quality of work and
efficiency which may help in increasing their salary level and incentives.
 Flexibility in working hours and location can prove to be helpful in maintain the balance
of employees personnel and professional life. Through these practices, employees are
allowed to work from home and from any other location which is far from the office.
TASK 3
3.1
Employees may face many types of discrimination when they performing their job at
workplace. The practices of discrimination influence employees working and their motivation
level. In the firm, people can discriminate by various factors such as their age, gender, culture,
region and personal references. Following are some form of discrimination which adopts by
company- Direct discrimination- In this kind of discrimination, personnels dismissing or treated
less favourably due to their sex, region, culture and gender. According to this, when
company treats more important and valuable some employees due to their caste, region
and gender (Freeman, 2010). Furthermore, disability discrimination also includes in this

aspect under which disable person are not treated same as other or firm does not provide
some kind of facilities to them. Indirect discrimination- According to this discrimination, firms adopts some kind of
unfair and unreasonable rule, policies and practices that is same for every employees in
an organisation but has negative and unfair effects on personnels who share their
attributes (Dent and Whitehead, 2013). For example, company offers some policies and
practices for limited time period which conflicts with various religious observances.
 Systemic discrimination- I this kind of discrimination, some practices, policies and rules
are includes which have broad impact on the industry growth and success. For example,
Traditionally male are dominated by exclusion of qualifies women in same field of work
in the company.
3.2
In every business organisation, employees play a very crucial role in order to attain
predefined success and goal. Thus, it should select and recruit on the basis of their actual skills,
knowledge and quality. There should not any kind of partiality and discrimination with
personnels at the time of employment in the business. For this purpose, government has
developed some kinds of acts and legal frameworks which major intension to provide protection
and safety to human resource. Following are some legal and regulatory acts which developed for
employees at workplace- Equality act,2010- In an organisation, every employees have equal rights and protection
authority. As per this act, company can not discriminate personnels on the basis of their
caste, region, culture, age, gender or any other personal references (Currie, Finn and
Martin, 2010). All employees should be treated same and equal by their management and
they have equal right to get facilities from the company. Sex discrimination act,1975: As per this act, employees can not discriminate on the basis
of gender and marital status of any men and women. Major objective of this act is to
provide the opportunity of treated and promoted equally every male and female in an

organisation. Further, candidates should not select or fire by their marital and gender
basis (Chang, Gong and Shum, 2011). Disability discrimination act, 2005- According to this act, person of any kind of
disability should be treated differently by other employees in an organisation. Disable
person have equal right to get benefits and facilities which all other workers are having.
 Equal pay act,1970: At some organisation, females are not promoted and recognise.
Management have mentality that females have fewer wages as compare to males.
Therefore, this law acts as a legal cover against such kind of differences. This acts
provide the equal pay for same job designation.
3.3
Managing equal opportunity and diversity is a very important aspects for business
survival. These both term are quite different from each other as they have different phase and
perspectives. In order to understand both approaches have to studied as discussed below-
 Equal opportunity approach-Managing equal opportunity refers to manage the work of
togetherness by sharing of task and sharing of responsibility to avoid discrimination on
the basis of age, gender, culture and region. Holiday Inn hotel has to come up with
effective policies and strategies in order to enhance entire operation of business.
 Diversity Approach- Managing diversity is usually inclined with driving the internal
forces with the corporation (Boxall and Purcell, 2011). This concept is useful changing
the Internal current environment. The cited venture has adopted various approaches for
managing diversity as in this HR manager considered select and recruit candidates from
global basis. The selection of employees on the basis of demographical and geographical
background, corporation can able to improve the quality of operation and get competitive
advantage to compete with rival in the market.
TASK 4
4.1
Performance management is a process under which top management and authority
analyse, evaluate and observe employees performance and efficiency in an organisation.

Through this aspect, manager can able to monitor, control, assess and direct personnels activities
and duties regarding company objectives. With context of Holiday Inn hotel, HR manager takes
relatives measures in order to determine the major areas where improvements is required. HR
manger of cited venture can adopt various tools and techniques to measure employees
performance. These tools are as follows-
 Performance Appraisal-As per this method, manager observe and analyse employees
efficiency and performance and gives rates or grades. It is the best method of
performance management under which employees can be judged and measures as per
rating system (Boxall and Purcell, 2011). Major objective of this method is to maintain
records and report of employees performance in order to determine their incentive, salary
and promotion in the company. Furthermore, through this method, manager can also able
to analyse employees strength and weakness related to their work. In addition to this,
with assistance of this measurement, manger can also assess the growth and potential of
the personnels.
 360 Degree feedback- This is the best method for analyse employees efficiency and
potentiality in an organisation, under this method, individual can judge and analyse by
their co-workers and subordinates who are around them at workplace (Lewis and et.al.,
2010). It is a type of feedback process under which every one gives their own opinion
and thoughts related to employees performance and that are measures in terms of rates or
grade. This is very beneficial method for employees because through this they can able to
know their drawbacks and make necessary changes in their performance.
4.2
Employees welfare are that activities and measures through which they can feel
comfortable and motivate. In other word it can be said that employees welfare is any things that
is done in order to render satisfaction and motivation in an organisation (Chang, Gong and
Shum, 2011). It consists of those activities and functions which are directed toward providing
employees with certain facilities and services in addition two his salary and wages. Employees
welfare programs and activities are not provided on behalf of employees performance and

effectiveness. In order to release stress, frustration and dissatisfaction, company can provide
health and welfare activities. There are some kinds of employees welfare schemes which are as
follows-
Statutory Welfare Schemes
 Drinking water- In this schemes, corporation should render the facility of safe and
hygienic drinking water at workplace.
 Facilities for sitting- As per this scheme at workplace there should be a proper and safe
sitting arrangement for each and every employees. There should be a specific place for
them where they can safely carry their business work.
 Lights facilities- In an organisation there must be sufficient light and fan facilities so as
employees can safely carry their work in day as well as in night shift.
 Washing facilities- As per this scheme, company should provides a proper washing
facilities such as wash rooms and wash basins.
 Medical and first aid box- In this scheme, company should provide the first aid box
facilities to employees.
Non Statutory welfare schemes-
 Health care programs- The major objective of this programs is to reduce stress and
frustration of employee in high workload situation (Lewis and et.al., 2010). Holiday Inn
hotel has adopted this healthcare program in order to provide the training in workload
situation so as they can mange their work without getting stress. This method assists in
providing employees job satisfaction further it can develop an effective brand image in
the market.
 Transport facilities- This facility provided by cited venture in order to reduce the
expense of employees which incurred in travelling. In this scheme, company offers
transport facility to employees such as bus, and cabs.
 Managing stress- Under this scheme, company organise some kind of meditation and
yoga programs so as employees can feel relax and satisfied their work. With assistance of
this scheme, company can also develop brand image in the market and new employees
are attracted toward firm.

4.3
As per the above discussion it has been ascertained that Holiday Inn hotel has provided
various facilities and programs of health and safety to its employees. Hence they can motivated
and encourage for higher productivity. Further more, through this program, company is able to
develop an impressive brand image in the market and new employees can attracted towards firm
(Lewis and et.al., 2010). Health and safety programs is highly beneficial for cited venture
because through these policies and practices employees are able to reduce their stress and
frustration in high workload situation. In addition to this, company is able to create a healthy
environment at workplace buy this policies and practice. There are some acts which can be
considered by cited venture in order to protect employees- Health and safety act, 1974- According to this act, company are liable to payan expense
related to employees medical and remedies. This act states that at the workplace if any
sort of accident occurs with employees then firm is responsible to pay remedies and
medical expenses (Stone and et.al., 2015). The major objective of this act is to render
safety and security to employees and recover all experiences arise due to the accident at
workplace. Holiday Inn hotel has successfully attempted this heath safety and security act
in order to provide protection to workers.
 Working time regulation act, 1988- As per this act , the time duration at which workers
should work within firm has been considered. The main objective of this act is to provide
compensation and extra pay for overtime in the company. If workers works for more than
working hours then extra pay or compensation required to be given by firm in the form of
incentives.
4.4
Every individual needs to balance between their personal and professional life. They want to
maintain and manage their life in such a manner so as they can give time for their personal works
as well as professional aspects (Booth and van Ours, 2013). In this context, work life balance is
an important aspect for every human being. In an organisation if workload is high and employees
working hours exceed is limits then it may directly negatively affects employees performance as

well as his personal life as well. In the workload situation, individual has to make his extra
efforts and hard work therefore some time the quality of performance can reduce due to
workload situation. In order to over come such situation, company must be balance in the work
life under which individual must get sufficient leaves and gaps in the work.
Holiday Inn hotel should need to considered manage its work load situation and develop
such practices under which one can get balance in personal and professional life (Stone and
et.al., 2015). Company must assured that work environment is good and there must give a
sufficient leaves and holidays. Further more, there must be effective structure and culture so as
employees can manage their task and assignments. Through this consideration, employees can
easily manage their life as well as increase quality and productivity of business.
CONCLUSION
From this project report it has been concluded that employees play a very crucial role and
they are very essential assets for company growth and success. Holiday Inn hotel has
successfully attempted all strategic approaches and policies in order to develop its function
effective. It has been also concluded that company has been used effective flexibility practices
through which employees can mange their personal and professional life effectively. It has been
recommended that company should adopt various health care schemes and programs so as
employees can reduce their stress and frustration in workload situations.

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