Report on HR Management and Performance Evaluation in Healthcare

This report delves into the realm of human resource management within the healthcare sector, specifically focusing on St. Margaret's Healthcare. It begins with an executive summary emphasizing the importance of performance measurement for control and improvement. The report then explores various methods of performance evaluation, including 360-degree evaluations, feedback mechanisms, scorecards, and personal observations. It also addresses the identification of training and development needs, highlighting the significance of addressing deficiencies, adapting to customer needs, and fostering organizational growth. Furthermore, the report suggests strategies for continuous individual development, such as implementing a Kaizen strategy to encourage improvement, value employee opinions, and promote teamwork. References to relevant literature are provided, offering further insights into the subject matter.

MANAGING
HUMAN
RESOURCES IN
HEALTH AND
SOCIAL CARE

 Executive summary
 Ways to evaluate performance
 Needs for training and development
 Strategy for continuous development
CONTENTS

EXECUTIVE SUMMARY
“Measurement is the first step that leads to control and eventually
to improvement. If you can't measure something you can't
understand it. If you can't understand it, you can't control it. If you
can't control it, you can't improve it.”

St. Margaret Health care have various departments for providing
services. This states that operations of organisation also varies. So it
is necessary to have a control over cost and employees so as to
achieve goals which will be enhanced by performance evaluation of
employees.
CONTINUED

INTRODUCTION
This presentation consist of needs, importance and ways to
evaluate performance of employees in St. Margaret's healthcare.

3.1 Performance monitoring ways
Performance can be evaluated in following ways:
 360 degree evaluation
 Feedback
 Score card
 Personal observation:

3.2 Identification of training and
development needs
Needs for training in an organisation can be identified in
following ways:
 Identification of deficiency by performance evaluation
 Dynamic needs and wants of customers
 Future needs of organisation
 Development of organisation
 Enhancement of organisational effectiveness

3.3 Strategies for promoting the continuing
development of individuals
Kaizen strategy can be implied for continuation in development
of individuals in health care:
 There should always be a room for improvement
 Confident workers in making suggestions
 Everyone opinion is valued and considered
 Strong personal discipline
 Teamwork in quality circles

REFERENCES
Detels, R., Beaglehole, R., Lansang, M.A. and Gulliford, M., 2011.
Oxford textbook of public health. Oxford University Press.
Kahn, J.G., Yang, J.S. and Kahn, J.S., 2010. ‘Mobile’health needs
and opportunities in developing countries. Health Affairs, 29(2),
pp.252-258.