Developing and Managing Performance: Appraisal System and High Performance Work System

RUNNING HEADER: Developing and managing performance
Developing and managing performance
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RUNNING HEADER: Developing and managing performance
Executive summary
Over the years the organization considers appraisal to be a vital strategic, high performance and
human capital impacting the constituent of human resources management practices (Ahmad &
Bujang, 2013, p.6-7). The appraisal system in a particular organization can be specifically and
potentially designed with the core objectives of a company's goals. In this case, the workers are
greatly motivated and thus ensuring proper management of the performance.
It measures workers achievements and behavior through the use of techniques such as the 360-
degree approach.
Conversely, the report extensively covers other sections revolving around aim setting, immediate
feedback on long-term strategies realignment and appraisal management in an organization.
Basically, it assists employees to perform as the expected set standards and criterion directed by
the employer in order to meet their planned objectives (Anstey, Riggar, & Walker, 2017, p.66).
The report also covers the distinct methodologies incorporated by Waiting List Manager at
Wellton NHS Trusin order to lower poor performance of their workers. This is done to improve
quality service delivery to the available guests. The outcome is gaining positive immediate
feedback from the clients on matters regarding their art of service delivery. Additionally, this
report has highlighted key recommendations in which top managers can maximize their
performance management such as communication improvement, training, increased manager
support, motivators, rewards and diversification of employee recognition and delegation of
duties.
Introduction
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RUNNING HEADER: Developing and managing performance
This report typically focuses on measurement of approvals as a performance management tool
for the entire hospital setting in order to improve and lower negative views. This particular report
highly considers understanding the importance of setting objectives and feedback (Boachie-
Mensah, & Seidu 2012, p.77). Furthermore, it will recommend ways and methods that
incorporates or integrates high-performance work system for head of clinical support department
in the hospital
It will include;
 Motivation
 Offering rewards and high recognition of employees
 Use of training programs
According to Smith (2013,p.99), various critical researchers indicates that the effective
performance appraisal systems contribute to several significant results of work operations, for
instance, improved workers' productivity and job quality, career satisfaction, increase in
commitment and loyalty among the existing employees. Organizations headed by managers such
as Waiting List Manager at Wellton NHS Trus and hospital forms of performance appraisal
system in order to maximize the merits of both the appraisers and appraise. These include all the
stakeholders' interest of the hospital such as customer service at the waiting room, consultation
services and quality treatment in the hospital setting. The key detriments of the appraisal system
have been critiqued on the basis of both employer and employees such as the head of clinical
support and nurses.
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RUNNING HEADER: Developing and managing performance
Conversely, individual-focused performance appraisal have been continuously seen as the key
measurement of personal differences within the organizational practices (Brown, Hyatt, &
Benson 2010, p.376). The individual employee thus has the ability and role to influence
activities accomplished in the firm.
2.1 theory of performance appraisal
Performance appraisal system is highly utilized as a key tool and deemed critically by various
firms as a management practice in order to leverage the human labor capital in a required
direction so that to ensure effectiveness and efficiency
In the hospital , performance appraisal can be critically evaluated by conduction of
questionnaires, surveys and observations strategies on staff such as Head of clinical support and
nurses in the consultant and medicine field This perspective is quite important since it will assist
the contemporary firm to highly evaluate the employees who greatly adapt and achieves the key
objectives and purposes in distinct aspects of the constantly changing business environment
(Fletcher, & Williams, 2013, p.88). As a matter of fact, it promotes the great improvement of the
firm's overall performance by use of the aggregation techniques of each employee diversification
adaptability. However, in some instance considering individual performance is deemed to offer a
distraction to the firm from continually developing in a systematic manner
Individual appraisal tools are highly evaluative and developmental in nature, hence assisting
managers to implement their personal informed decisions so as to contribute to the improvement
of the performance revolving around worker acquiring knowledge and skills. This is for the
betterment of their job career by use of motivation and efficient training skills
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