Using and applying performance management in the organization Identify measurable results, consistent with the strategic plan and operational goals Be able to identify key performance indicators To identify the strengths and weaknesses of employees to place right men on right job To maintain and assess the potential in a person for growth and development. To provide a feedback to employees regarding their performance and related status It serves as a basis for influencing working habits of the employees. To review and retain the promotional and other training programmers

1. Motivation and
Performance appraisal
muna alajarmeh

2. Course objectives
• BY The end of this lecture each participant will be able to :
• Using and applying performance management in the organization
• Identify measurable results, consistent with the strategic plan and operational goals
• Be able to identify key performance indicators
• To identify the strengths and weaknesses of employees to place right men on right
job
• To maintain and assess the potential in a person for growth and development.
• To provide a feedback to employees regarding their performance and related status It
serves as a basis for influencing working habits of the employees.
• To review and retain the promotional and other training programmers.

3. Course out line
 Definition of Performance appraisal
 Three key phases for Performance Management
 Advantages of Performance Appraisal
 Performance Appraisal Tools and Techniques
 Performance Appraisal Biases
 Goal Setting: Types of Goals
 Key dimensions of hospital performance

4. What is the performance management
is a monthly, quarterly, or annual review of an employee’s contributions toward
business objectives and company goals. It can help managers identify employee
gaps and give them new ideas for training opportunities to boost workplace
productivity.
All employees go through this cycle, starting with goal-setting at the beginning
of the year, followed by the monitoring of their progress, helping them develop
to do better, and ending with a formal evaluation afterward

5. Start with the Measurement part of
each SMART Goal

6. performance management cycle
• Performance Management is an ongoing process involving feedback, coaching and recognition.
• Three key phases throughout the year help maintain a focus on building talent and driving results
through employee contributions
Goal Setting &
Development
Planning
Mid-Year
Calibration
Year-End Review

7. Objectives of Performance Appraisal
 Performance Appraisal can be done with following objectives in mind:
 To maintain records in order to determine compensation packages, wage
structure, salaries raises, etc.
 To identify the strengths and weaknesses of employees to place right men on
right job.
 To maintain and assess the potential in a person for growth and development.
 To provide a feedback to employees regarding their performance and related
status.
 It serves as a basis for influencing working habits of the employees.
 To review and retain the promotional and other training programmes.

8. Performance Management
 Phase 1: Goal Setting & Development Planning
 Purpose: Clarify and align goals for the year
• Set clear and measurable goals; define expectations
• Discuss University wide competencies; identify development opportunities
and interests in both the short (current role) and longer term (career goals)
 Phase 2: Mid-Year Calibration
 Purpose: Informal discussion to solicit and provide feedback, coaching,
guidance
 and recognition for contributions
• Discuss progress on performance, goals, and competencies; recognize
accomplishments and identify challenges
• Calibrate on goals for the remainder of the year and adjust plans as needed
to accurately reflect changes to expectations and priorities

9. Performance Management
 Phase 3: Year-End Review
 Purpose: Discuss annual performance in relation to goals, competencies,
 and development plans
• Identify and celebrate achievements (inclusive of goal delivery and
competency demonstration)
• Assess performance of goals and competencies and determine performance
ratings

11. Advantages of Performance Appraisal
 Promotion: Performance Appraisal helps the supervisors to chalk out the
promotion programmes for efficient employees. In this regards,
inefficient workers can be dismissed or demoted in case.
 Compensation: Performance Appraisal helps in chalking out compensation
packages for employees. Merit rating is possible through performance
appraisal. Performance Appraisal tries to give worth to a performance.
Compensation packages which includes bonus, high salary rates, extra
benefits, allowances and pre-requisites are dependent on performance
appraisal. The criteria should be merit rather than seniority.
 Employees Development: The systematic procedure of performance
appraisal helps the supervisors to frame training policies and
programmes. It helps to analyze strengths and weaknesses of employees
so that new jobs can be designed for efficient employees. It also helps in
framing future development programmes.
 Selection Validation: Performance Appraisal helps the supervisors to
understand the validity and importance of the selection procedure. The
supervisors come to know the validity and thereby the strengths and
weaknesses of selection procedure. Future changes in selection methods
can be made in this regard.

12. Advantages of Performance Appraisal
 Communication: For an organization, effective communication between
employees and employers is very important. Through performance appraisal,
communication can be sought for in the following ways:
 Through performance appraisal, the employers can understand and accept skills of
subordinates.
 The subordinates can also understand and create a trust and confidence in
superiors.
 It also helps in maintaining cordial and congenial labour management relationship.
 It develops the spirit of work and boosts the morale of employees.
 All the above factors ensure effective communication.
 Motivation: Performance appraisal serves as a motivation tool. Through
evaluating performance of employees, a person’s efficiency can be
determined if the targets are achieved. This very well motivates a person for
better job and helps him to improve his performance in the future.

13. Performance Appraisal Tools and Techniques
• Following are the tools used by the organizations for Performance Appraisals of their
employees
• 720-Degree Feedback
• Paired Comparison
• Forced Distribution
• Confidential Report
• Critical Incident
• Checklists
• Performance Test
• Management by Objectives (MBOs)

14. How to Fill Out a Performance Appraisal
Template
 When filling out performance evaluation forms and other performance appraisal forms,
employees and the management can use the following reminders as a guide:
 Read the instruction carefully and identify the criteria that need to be assessed
 Review the employee’s goals and objectives to determine if they were able to achieve them
 Collect relevant information which can include records of projects completed, client feedback,
and performance metrics
 Provide specific examples that demonstrate employee strengths or areas for improvement
 Evaluate strengths and achievements, and address areas for improvement
 Establish SMART goals for the upcoming assessment period
 Maintain a professional or respectful tone when filling out the form

15. What are Performance Appraisals Used For?
 Performance appraisals serve a dual purpose for both organizations and
employees.
 For organizations: employee assessments provide insight into an employee's
contribution, enabling management to improve working conditions, address
behavioral issues, recognize employee talents, support skill and career
development, and improve strategic decision-making.
 For employees: performance reviews are a way to recognize and thank them
for their achievements, find opportunities for promotions or bonuses, help
them get training or education to advance their careers, find areas where
they can improve, encourage and involve them in their career development,
and start conversations about long-term goals.

16. Performance appraisal also aims to:
 Provide helpful information to help make decisions regarding transfers, promotions,
terminations, etc.
 Supply the necessary data to identify employee training and development program
requirements.
 Help make confirmation/acceptance decisions regarding employees who have completed
a probationary period.
 Help make decisions regarding raising an employee's salary, offering incentives, or
changing variable pay.
 Clarify expectations and facilitate communication between managers and subordinates

17. Performance Appraisal Biases

18. Performance Appraisal Biases
Managers commit mistakes while evaluating employees and their performance. Biases and
judgment errors of various kinds may spoil the performance appraisal process. Bias here
refers to inaccurate distortion of a measurement. These are:
 First Impression (primacy effect)
 Halo Effect
 Horn Effect
 Excessive Stiffness or Lenience
 Central Tendency
 Personal Biases
 Spillover Effect
 Recency Effect

19. Key dimensions of hospital performance
 DIMENSION
 RELATED ISSUES
 Effectiveness
 Care/intervention/action provided is relevant to the client’s needs and based on established standards. Care, intervention or action
achieves the desired outcome.
 Safety
 The avoidance or reduction to acceptable limits of actual or potential harm from healthcare management or the environment in
which health care is delivered.
 Responsiveness
 Service is client orientated. Clients are treated with dignity, confidentiality, and encouraged to participate in choices related to their
care.
 Continuity of Care
 Ability to provide uninterrupted, coordinated care or service across programs, practitioners, organizations and levels over time.
 Accessibility
 People can obtain health care at the right place and right time irrespective of income, physical location and cultural background.
 Efficiency/ Sustainability
 Achieving desired results with most cost-effective use of resources. Capacity of system to sustain workforce and infrastructure,
innovate and respond to emerging needs.

20. Six elements of hospital performance to
focus on for its operations
 Health service costs,
 Provision of health services and reputation,
 Health service quality,
 Training of undergraduate and postgraduate students,
 Research output,
 Ability to obtain resources.

21. How do we Monitor whole organization

22. How do we Monitor whole organization
Organization Vital Signs
 Motivation is the source of energy to overcome challenges, pursue a goal, or
maintain commitment.
 Change is the readiness to innovate and adapt to succeed in a continuously
evolving situation.
 Teamwork is collaborating to pursue a goal; it requires a sense of shared
purpose and belonging.
 Execution is the ability to achieve strategic results by implementing effective
tactics.
 Trust is a feeling of confidence, that engenders a willingness to risk and
facilitates success in other climate factors

23. Take away Messages
 Many dimension to performance measurement: It is important to select
indicators aligned with selected goals: both must be SMART
 Many tools available for monitoring: it is necessary to measure on-going
activities and achievement of goals
 Chosen tools and visualization should be aligned with what is measured
 Adopting a performance monitoring framework requires first to make choices
on priorities avoiding “black holes”
 Availability and reliability of data are critical for building the monitoring
system : make it or break it !