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Chapter 7 Performance Management

Chapter 7 Performance Management

What is the distinction between performance appraisal and performance management?

Performance management refers to the process of identifying, evaluating, managing, and developing the performance of a company’s workforce, while performance appraisal is the ongoing procedure of gauging the workers’ performance. Performance management is strategy and future-oriented since it focuses on organizational growth, for example, implementing information systems to undertake appraisal operations in a healthcare facility. On the other hand, performance appraisal is operational, involves a top-down assessment, and is retrospective since it can be modified to incorporate changes in the external environment.

What is the relationship between performance management and continuous quality improvement?

Quality improvement refers to the process of stepping up an organization’s services to enhance the organization’s overall health. Notably, The Public Health Foundation (PHF) assists organizations in improving the quality and performance of their activities. The relationship between performance management and quality improvement is the form that constitutes an enterprise-wide effort in utilizing an organization’s quality initiatives that are aligned in attaining strategic priorities, while quality improvement entails implementing policies based on the results obtained from the execution of performance management.

How does a manager decide how often to conduct formal performance management interviews?

A manager decides how often to conduct formal performance management based on the employees’ performance. If the workers demonstrate poor performance, manifested through high rates of patient return cases, then the manager should implement an appraisal system that frequently assesses the employees’ performance. On the other hand, if the employees feature remarkable performance manifested through the attainment of the healthcare objectives, then the appraisal system need not be frequent.

Why does employee participation in the performance management process matter?

Employees should participate in the performance management system because they outline their expectations, enhancing the effectiveness of the goal-setting procedure. Moreover, employees receive feedback on the required areas of improvement to enhance their productivity. Lastly, employee participation enhances the employees’ acceptance of feedback.

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Question 


Chapter 7 Performance Management

Chapter 7 Performance Management

Chapter 7 Performance Management

Please read chapter 7 and answer the following questions in your own words.

  1. What is the distinction between performance appraisal and performance management?
  2. What is the relationship between performance management and continuous quality improvement?
  3. How does a manager decide how often to conduct a formal performance management interviews?
  4. Why does the employee participation in the performance management process matter?

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