This document discusses performance appraisals, including their importance, objectives, process, methods, and tips for effective appraisals. It notes that performance appraisals are an important part of the employee experience and can stimulate morale when done fairly, but inaccurate appraisals can have the opposite effect. Various traditional and modern appraisal methods are described, such as essay, ranking, graphic rating scales, and 360-degree feedback. Barriers to effective appraisal and tips to overcome them are also outlined.
The document discusses performance appraisal, including definitions, objectives, criteria, methods, benefits, and challenges. Some key points:
- Performance appraisal is defined as a systematic, periodic evaluation of an employee's performance and potential. Its objectives include determining effectiveness, identifying weaknesses, and assessing promotion potential.
- Criteria include job knowledge, quality/quantity of work, teamwork, and adherence to company policies/procedures. Methods include confidential reports, essay evaluations, and critical incident techniques.
- Benefits are feedback to employees on their performance and development areas as well as organizational goals like compensation decisions. However, performance appraisals can be challenging to conduct objectively and time-consuming.
Performance Appraisal Dr.Rangappa.S.Ashi Associate Professor SDM Institute of...rangappa
Performance Evaluation/ Performance Appraisal is the process of evaluating the performance & progress of an employee of a group of employees on a given job & his/her potential for future development.
This document discusses performance appraisals, including their definition, purpose, objectives, elements, and methods. Performance appraisals are used to evaluate employee performance, provide feedback, identify training needs, and form the basis for personnel decisions. Traditional methods include essay, ranking, and checklist appraisals, while modern methods include assessment centers, human resource accounting, and 360-degree feedback from multiple raters. The goal is to conduct appraisals systematically and impartially to improve employee development and organizational effectiveness.
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
1) The document discusses performance appraisal, defining it as the systematic evaluation of an employee's job performance and potential.
2) It describes various methods of performance appraisal including ranking, paired comparison, forced distribution, grading, checklists, and future-oriented methods like MBO and 360-degree feedback.
3) The key components evaluated in performance appraisal are outlined as well as the process, limitations, obstacles, and potential problems in conducting accurate appraisals.
This document discusses the performance appraisal process for an assistant professor. It defines performance appraisal as the systematic evaluation of an employee's job performance and potential. It outlines the key purposes of performance appraisal, which include evaluation, feedback, measuring performance, identifying weaknesses, and determining training needs. The document also describes the typical steps in the performance appraisal process, from analyzing the job and setting standards to measuring and discussing performance.
Performance appraisal is a systematic evaluation of an employee's job performance by their supervisor to measure merit, compare performance to others, and determine an employee's worth. Several traditional methods for performance appraisal are described, including rating scales, essays, rankings, and checklists. The document also discusses sources of error in performance appraisals and modern alternative methods like management by objectives and customer feedback.
Performance appraisal is defined as the systematic evaluation of an employee's job performance and potential. It involves rating employees based on pre-determined criteria and standards. The key objectives of performance appraisal include assessing employee effectiveness, identifying training needs, and determining potential for promotion. Common methods for conducting performance appraisals include ranking, paired comparison, forced distribution, grading scales, checklists, and behavioral observation. Future-oriented methods include management by objectives, 360-degree feedback, and assessment centers.
The document discusses performance appraisal, including definitions, objectives, criteria, methods, benefits, and challenges. Some key points:
- Performance appraisal is defined as a systematic, periodic evaluation of an employee's performance and potential. Its objectives include determining effectiveness, identifying weaknesses, and assessing promotion potential.
- Criteria include job knowledge, quality/quantity of work, teamwork, and adherence to company policies/procedures. Methods include confidential reports, essay evaluations, and critical incident techniques.
- Benefits are feedback to employees on their performance and development areas as well as organizational goals like compensation decisions. However, performance appraisals can be challenging to conduct objectively and time-consuming.
Performance Appraisal Dr.Rangappa.S.Ashi Associate Professor SDM Institute of...rangappa
Performance Evaluation/ Performance Appraisal is the process of evaluating the performance & progress of an employee of a group of employees on a given job & his/her potential for future development.
This document discusses performance appraisals, including their definition, purpose, objectives, elements, and methods. Performance appraisals are used to evaluate employee performance, provide feedback, identify training needs, and form the basis for personnel decisions. Traditional methods include essay, ranking, and checklist appraisals, while modern methods include assessment centers, human resource accounting, and 360-degree feedback from multiple raters. The goal is to conduct appraisals systematically and impartially to improve employee development and organizational effectiveness.
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
1) The document discusses performance appraisal, defining it as the systematic evaluation of an employee's job performance and potential.
2) It describes various methods of performance appraisal including ranking, paired comparison, forced distribution, grading, checklists, and future-oriented methods like MBO and 360-degree feedback.
3) The key components evaluated in performance appraisal are outlined as well as the process, limitations, obstacles, and potential problems in conducting accurate appraisals.
This document discusses the performance appraisal process for an assistant professor. It defines performance appraisal as the systematic evaluation of an employee's job performance and potential. It outlines the key purposes of performance appraisal, which include evaluation, feedback, measuring performance, identifying weaknesses, and determining training needs. The document also describes the typical steps in the performance appraisal process, from analyzing the job and setting standards to measuring and discussing performance.
Performance appraisal is a systematic evaluation of an employee's job performance by their supervisor to measure merit, compare performance to others, and determine an employee's worth. Several traditional methods for performance appraisal are described, including rating scales, essays, rankings, and checklists. The document also discusses sources of error in performance appraisals and modern alternative methods like management by objectives and customer feedback.
Performance appraisal is defined as the systematic evaluation of an employee's job performance and potential. It involves rating employees based on pre-determined criteria and standards. The key objectives of performance appraisal include assessing employee effectiveness, identifying training needs, and determining potential for promotion. Common methods for conducting performance appraisals include ranking, paired comparison, forced distribution, grading scales, checklists, and behavioral observation. Future-oriented methods include management by objectives, 360-degree feedback, and assessment centers.
This document discusses performance appraisal and quality assurance in healthcare. It begins by outlining the objectives of discussing these topics, including controlling performance, evaluation principles, the control process, measuring performance, and disciplinary action. Several reasons for evaluation are provided, such as ensuring quality care and establishing standards. The basic components of the control process and different methods of measuring performance like checklists, scales, and peer review are described. The document distinguishes quality assurance from quality improvement and discusses their key aspects. It also outlines different levels of disciplinary action for employees.
This document discusses employee performance appraisals. It begins by outlining the benefits of conducting appraisals, such as providing feedback to improve performance and motivating employees. It then describes the systematic process for appraising performance, which involves establishing expectations, observing performance, and providing feedback. The document discusses potential biases in appraisals and different types of appraisal forms and methods. It emphasizes the importance of appraisals being fair, accurate, and free of discrimination.
This document discusses performance appraisals, including definitions, purposes, types of appraisals, and methods for conducting appraisals. It defines performance appraisal as the systematic evaluation of an employee's job performance and potential. Some key points covered include:
- Performance appraisals are used to review past performance, provide feedback, and set goals. They inform human resources decisions like promotions and compensation.
- Common appraisal methods include rating scales, essays, critical incident reports, checklists, and forced distribution. Each has strengths and limitations.
- An effective performance appraisal process involves setting clear standards, collecting performance data, providing feedback interviews, and establishing future goals. Regular communication is important to avoid issues
This document discusses performance appraisals and how to conduct them effectively while avoiding bias. It outlines the benefits of appraisals in motivating employees and providing records for decisions. The appraisal process involves establishing expectations, observing performance, and providing feedback. Various appraisal methods are described, including rating scales, paired comparisons, essays, and checklists. The document emphasizes establishing objective standards and avoiding biases from personal preferences, central tendency, proximity, harshness, or leniency that could undermine fair evaluations.
This document discusses performance appraisals and how to conduct them effectively while avoiding bias. It outlines the benefits of appraisals in motivating employees and providing records for decisions. The appraisal process involves establishing expectations, observing performance, and providing feedback. Various appraisal methods are described, including rating scales, paired comparisons, forced-choice, and checklists. The document emphasizes establishing objective standards and avoiding biases from leniency, harshness, proximity, and personal preferences that could discriminate against employees.
Performance appraisal is the process of evaluating an employee's job performance and productivity. It involves establishing performance standards, measuring the employee's actual performance against those standards, and providing feedback. The key steps in the performance appraisal process are setting standards, measuring performance, comparing results, discussing performance, and taking corrective actions if needed. Common methods for performance appraisal include essays, checklists, rankings, and behavioral observation scales. The performance appraisal process aims to improve employee performance and development.
Performance appraisal is a systematic process used to evaluate employee job performance and potential. It involves determining performance standards, measuring actual performance, comparing performance to standards, and providing feedback. The objectives of performance appraisal include evaluation for decisions around pay, promotion, and providing counseling to develop employee potential. It can also be used to guide training programs and provide feedback to employees. Performance is appraised using individual methods like rating scales, critical incidents, or MBO, as well as multiple rater methods like ranking or paired comparison.
Performance appraisal is an important managerial process used to evaluate how well employees perform their job duties. It generates information to determine salary adjustments, promotions, disciplinary actions, and terminations. To be effective, appraisals should be based on standardized measures that employees know in advance and have input in developing. The appraiser should observe the employee's work and have their trust. Various tools like rating scales, checklists, essays, and self-appraisals can be used, but all should aim for accuracy and avoid biases that skew results.
This document discusses performance appraisals, including their definition, purpose, advantages, methods, and potential biases. Performance appraisals are used to evaluate employees, provide feedback, determine training needs, and make decisions about compensation, promotion, and retention. They have advantages like employee development, motivation, and communication. Common methods include critical incident reports, weighted checklists, rating scales, management by objectives, and 360 degree feedback. Potential biases can come from first impressions, halo effects, central tendency ratings, and personal biases of the evaluator.
The document discusses performance appraisals, which are systematic assessments of an employee's job performance and strengths/weaknesses. Performance appraisals have multiple purposes, including determining promotions, pay raises, training needs, and legal compliance. They involve establishing job expectations, designing an appraisal program, assessing performance through methods like rankings, checklists, and management by objectives, conducting performance reviews, and using the data for HR decisions. The goal is to provide feedback to employees and information to organizations about employee performance.
This document discusses performance appraisal, which is a formal, systematic process for evaluating employee job performance and productivity. It defines performance appraisal, outlines its characteristics and purposes for both employees and organizations. The document also covers the principles, criteria, approaches, process, methods and guidelines for effective performance appraisal. The overall aim is to measure how well employees are performing their jobs and help them improve.
The document discusses performance appraisal for nursing staff. It describes various methods for evaluating employee performance, including supervisor appraisals, self-appraisals, peer appraisals, and using rating scales, checklists, critical incidents, and management by objectives. The objectives of performance appraisal are to provide feedback, determine training needs, make promotion and compensation decisions, and motivate staff.
The document discusses performance appraisal, which is defined as the systematic evaluation of an employee's job performance and productivity. It covers several key points:
- Performance appraisal aims to provide feedback to employees, identify training needs, document job criteria, and make decisions regarding benefits, promotions, disciplinary actions, etc.
- The process involves setting objectives, collecting data on performance, conducting appraisal interviews, setting future goals, and following up. Effective performance appraisals are fair, focus on behavior and results, and avoid biases.
- Regular performance appraisals provide benefits like improved communication, identification of strengths and weaknesses, and informed administrative decisions. When done properly, they can motivate employees and support career development.
Performance appraisal is used to evaluate employee job performance and behavior. It compares employee performance to pre-determined job standards. Performance appraisal is used for multiple purposes like determining training needs, awarding rewards, identifying underperformers, and making personnel decisions. An effective performance appraisal process includes establishing clear performance standards, using an appropriate evaluation tool, training evaluators, and ensuring consistency. Common errors in performance appraisal include leniency bias, recency bias, halo effect, and ambiguous evaluation standards.
The document defines performance appraisal as the systematic evaluation of an employee's quality and quantity of work against standards. It discusses various definitions of performance appraisal provided by experts and its objectives like work improvement, career development, administration purposes, and communication. The key aspects covered include characteristics of an effective system, essentials of a good appraisal method, common steps, methods like ranking, grading, essays and their advantages/disadvantages. Biases that can occur in evaluations are also outlined.
Performance appraisals are used to systematically evaluate employee performance and potential. They provide feedback, identify training needs, and inform human resource decisions. There are various traditional and modern methods for appraising performance such as ranking, forced distribution, 360-degree feedback, and management by objectives. However, ratings can be prone to errors like halo effects, leniency bias, and central tendency that undermine accuracy unless raters are properly trained to recognize and avoid them.
This document outlines a presentation on performance appraisal. It begins with definitions of performance appraisal and management. It then discusses the importance of performance appraisal for making decisions around promotions, preventing grievances, and more. Key topics covered include objectives of appraisal, how the system is used, responsibilities, elements, steps, criteria, methods, qualities of good appraisal, and types of appraisal interviews. Factors that can distort appraisals are also addressed.
The document discusses performance appraisals, which are formal evaluations of how employees perform their duties. Performance appraisals should be conducted in writing at least annually and include feedback shared with the employee. They are used for decisions around salary, promotion, training, and termination. Both traditional and modern methods are described, including confidential reports, essays, rankings, checklists, and 360-degree feedback. The goals of performance appraisals are determining training needs, providing feedback, and improving employee performance and development. Limitations include bias if the supervisor knows the employee well and the difficulty appraising some employee qualities.
This document outlines the structure and questions for a quiz session on breastfeeding. The session includes a general round with 5 questions for different groups, and a rapid fire round with 3 questions for each group within 30 seconds. A variety of topics are covered including the benefits of breastfeeding, recommendations for timing and duration of breastfeeding and complementary feeding, and the nutritional components of breast milk. Audience members are also asked questions throughout the session.
The document provides a floor plan for a hospital listing the departments located on each floor. The basement contains the male medicine ward, ward medicine department units 1-4, surgical department, dental OPD, psychiatric OPD, skin VD OPD, ENT OPD, pediatric surgery OPD, pulmonary OPD, ophthalmology OPD, pharmacy, ultrasound, X-ray room, casualty, I.MED OPD, surgery OPD, orthopedic OPD, gynecology OPD, reception, parking, blood bank, and eye bank. The ground floor contains hospital records, lifts, and more departments.
This document discusses performance appraisal and quality assurance in healthcare. It begins by outlining the objectives of discussing these topics, including controlling performance, evaluation principles, the control process, measuring performance, and disciplinary action. Several reasons for evaluation are provided, such as ensuring quality care and establishing standards. The basic components of the control process and different methods of measuring performance like checklists, scales, and peer review are described. The document distinguishes quality assurance from quality improvement and discusses their key aspects. It also outlines different levels of disciplinary action for employees.
This document discusses employee performance appraisals. It begins by outlining the benefits of conducting appraisals, such as providing feedback to improve performance and motivating employees. It then describes the systematic process for appraising performance, which involves establishing expectations, observing performance, and providing feedback. The document discusses potential biases in appraisals and different types of appraisal forms and methods. It emphasizes the importance of appraisals being fair, accurate, and free of discrimination.
This document discusses performance appraisals, including definitions, purposes, types of appraisals, and methods for conducting appraisals. It defines performance appraisal as the systematic evaluation of an employee's job performance and potential. Some key points covered include:
- Performance appraisals are used to review past performance, provide feedback, and set goals. They inform human resources decisions like promotions and compensation.
- Common appraisal methods include rating scales, essays, critical incident reports, checklists, and forced distribution. Each has strengths and limitations.
- An effective performance appraisal process involves setting clear standards, collecting performance data, providing feedback interviews, and establishing future goals. Regular communication is important to avoid issues
This document discusses performance appraisals and how to conduct them effectively while avoiding bias. It outlines the benefits of appraisals in motivating employees and providing records for decisions. The appraisal process involves establishing expectations, observing performance, and providing feedback. Various appraisal methods are described, including rating scales, paired comparisons, essays, and checklists. The document emphasizes establishing objective standards and avoiding biases from personal preferences, central tendency, proximity, harshness, or leniency that could undermine fair evaluations.
This document discusses performance appraisals and how to conduct them effectively while avoiding bias. It outlines the benefits of appraisals in motivating employees and providing records for decisions. The appraisal process involves establishing expectations, observing performance, and providing feedback. Various appraisal methods are described, including rating scales, paired comparisons, forced-choice, and checklists. The document emphasizes establishing objective standards and avoiding biases from leniency, harshness, proximity, and personal preferences that could discriminate against employees.
Performance appraisal is the process of evaluating an employee's job performance and productivity. It involves establishing performance standards, measuring the employee's actual performance against those standards, and providing feedback. The key steps in the performance appraisal process are setting standards, measuring performance, comparing results, discussing performance, and taking corrective actions if needed. Common methods for performance appraisal include essays, checklists, rankings, and behavioral observation scales. The performance appraisal process aims to improve employee performance and development.
Performance appraisal is a systematic process used to evaluate employee job performance and potential. It involves determining performance standards, measuring actual performance, comparing performance to standards, and providing feedback. The objectives of performance appraisal include evaluation for decisions around pay, promotion, and providing counseling to develop employee potential. It can also be used to guide training programs and provide feedback to employees. Performance is appraised using individual methods like rating scales, critical incidents, or MBO, as well as multiple rater methods like ranking or paired comparison.
Performance appraisal is an important managerial process used to evaluate how well employees perform their job duties. It generates information to determine salary adjustments, promotions, disciplinary actions, and terminations. To be effective, appraisals should be based on standardized measures that employees know in advance and have input in developing. The appraiser should observe the employee's work and have their trust. Various tools like rating scales, checklists, essays, and self-appraisals can be used, but all should aim for accuracy and avoid biases that skew results.
This document discusses performance appraisals, including their definition, purpose, advantages, methods, and potential biases. Performance appraisals are used to evaluate employees, provide feedback, determine training needs, and make decisions about compensation, promotion, and retention. They have advantages like employee development, motivation, and communication. Common methods include critical incident reports, weighted checklists, rating scales, management by objectives, and 360 degree feedback. Potential biases can come from first impressions, halo effects, central tendency ratings, and personal biases of the evaluator.
The document discusses performance appraisals, which are systematic assessments of an employee's job performance and strengths/weaknesses. Performance appraisals have multiple purposes, including determining promotions, pay raises, training needs, and legal compliance. They involve establishing job expectations, designing an appraisal program, assessing performance through methods like rankings, checklists, and management by objectives, conducting performance reviews, and using the data for HR decisions. The goal is to provide feedback to employees and information to organizations about employee performance.
This document discusses performance appraisal, which is a formal, systematic process for evaluating employee job performance and productivity. It defines performance appraisal, outlines its characteristics and purposes for both employees and organizations. The document also covers the principles, criteria, approaches, process, methods and guidelines for effective performance appraisal. The overall aim is to measure how well employees are performing their jobs and help them improve.
The document discusses performance appraisal for nursing staff. It describes various methods for evaluating employee performance, including supervisor appraisals, self-appraisals, peer appraisals, and using rating scales, checklists, critical incidents, and management by objectives. The objectives of performance appraisal are to provide feedback, determine training needs, make promotion and compensation decisions, and motivate staff.
The document discusses performance appraisal, which is defined as the systematic evaluation of an employee's job performance and productivity. It covers several key points:
- Performance appraisal aims to provide feedback to employees, identify training needs, document job criteria, and make decisions regarding benefits, promotions, disciplinary actions, etc.
- The process involves setting objectives, collecting data on performance, conducting appraisal interviews, setting future goals, and following up. Effective performance appraisals are fair, focus on behavior and results, and avoid biases.
- Regular performance appraisals provide benefits like improved communication, identification of strengths and weaknesses, and informed administrative decisions. When done properly, they can motivate employees and support career development.
Performance appraisal is used to evaluate employee job performance and behavior. It compares employee performance to pre-determined job standards. Performance appraisal is used for multiple purposes like determining training needs, awarding rewards, identifying underperformers, and making personnel decisions. An effective performance appraisal process includes establishing clear performance standards, using an appropriate evaluation tool, training evaluators, and ensuring consistency. Common errors in performance appraisal include leniency bias, recency bias, halo effect, and ambiguous evaluation standards.
The document defines performance appraisal as the systematic evaluation of an employee's quality and quantity of work against standards. It discusses various definitions of performance appraisal provided by experts and its objectives like work improvement, career development, administration purposes, and communication. The key aspects covered include characteristics of an effective system, essentials of a good appraisal method, common steps, methods like ranking, grading, essays and their advantages/disadvantages. Biases that can occur in evaluations are also outlined.
Performance appraisals are used to systematically evaluate employee performance and potential. They provide feedback, identify training needs, and inform human resource decisions. There are various traditional and modern methods for appraising performance such as ranking, forced distribution, 360-degree feedback, and management by objectives. However, ratings can be prone to errors like halo effects, leniency bias, and central tendency that undermine accuracy unless raters are properly trained to recognize and avoid them.
This document outlines a presentation on performance appraisal. It begins with definitions of performance appraisal and management. It then discusses the importance of performance appraisal for making decisions around promotions, preventing grievances, and more. Key topics covered include objectives of appraisal, how the system is used, responsibilities, elements, steps, criteria, methods, qualities of good appraisal, and types of appraisal interviews. Factors that can distort appraisals are also addressed.
The document discusses performance appraisals, which are formal evaluations of how employees perform their duties. Performance appraisals should be conducted in writing at least annually and include feedback shared with the employee. They are used for decisions around salary, promotion, training, and termination. Both traditional and modern methods are described, including confidential reports, essays, rankings, checklists, and 360-degree feedback. The goals of performance appraisals are determining training needs, providing feedback, and improving employee performance and development. Limitations include bias if the supervisor knows the employee well and the difficulty appraising some employee qualities.
This document outlines the structure and questions for a quiz session on breastfeeding. The session includes a general round with 5 questions for different groups, and a rapid fire round with 3 questions for each group within 30 seconds. A variety of topics are covered including the benefits of breastfeeding, recommendations for timing and duration of breastfeeding and complementary feeding, and the nutritional components of breast milk. Audience members are also asked questions throughout the session.
The document provides a floor plan for a hospital listing the departments located on each floor. The basement contains the male medicine ward, ward medicine department units 1-4, surgical department, dental OPD, psychiatric OPD, skin VD OPD, ENT OPD, pediatric surgery OPD, pulmonary OPD, ophthalmology OPD, pharmacy, ultrasound, X-ray room, casualty, I.MED OPD, surgery OPD, orthopedic OPD, gynecology OPD, reception, parking, blood bank, and eye bank. The ground floor contains hospital records, lifts, and more departments.
The document provides a lesson plan for teaching exclusive breastfeeding. It outlines specific objectives, content, teaching methods, and evaluation. The content includes defining exclusive breastfeeding, the composition and benefits of breast milk, feeding reflexes in babies, comparing breast milk to cow's milk, and steps for successful breastfeeding. The lesson plan utilizes lecture, discussion, and visual aids to provide information to students and evaluate their learning.
Here are some key preventive measures to control the incidence of anemia among children:
- Promote exclusive breastfeeding for the first 6 months as breastmilk provides optimal nutrition including iron.
- Introduce iron-rich complementary foods like eggs, meat, fish, lentils and green leafy vegetables along with breastmilk after 6 months of age.
- Provide iron supplements or iron-fortified foods to children between 6 months to 5 years of age to meet their high iron requirements.
- Treat and prevent intestinal worm infections as worms cause blood loss leading to iron deficiency.
- Promote consumption of foods rich in vitamin C which enhances iron absorption from plant foods.
- Screen children regularly and provide
The document discusses the history and concept of accountability in nursing. It notes that while the concept of accountability has existed for centuries, nurses were not legally accountable until 1919 with the passing of the Nurses Registration Act. The definition of accountability has evolved over time to include justifying actions and values. There are various lines of accountability for nurses, including upward to managers, lateral to peers, and downward to patients. The types of nursing accountability include fiscal, process, program, priorities, social, ethical, legal, employment, and professional. Maintaining accountability is important for patient care, professional standards, and public trust in the nursing profession.
Master Saurabh, age 12, was admitted to the paediatric ward on May 31st, 2022 and diagnosed with failure to thrive. The nurse assessed his nutritional status and developed a nutritional plan, providing health education to the family on nutrition and maintaining a proper diet. The nurse found Saurabh to be moderately built but less active and lethargic. His weight and BMI were subnormal. The nurse counselled the family on the importance of a balanced diet with adequate proteins, fats, carbohydrates, vitamins and minerals to promote Saurabh's nutritional status and prevent deficiency diseases. A sample diet plan for one day was also provided.
The document discusses the role of research in nursing and futuristic nursing. It emphasizes that research is needed to build the body of nursing knowledge, validate improvements, and make healthcare more efficient. Research allows nurses to describe, explain, predict, and control aspects of practice. The document also outlines future directions for nursing education including recruiting diverse students, emphasizing communication skills, and focusing curricula on health promotion. Technological advancements like telemedicine, robot nurses, and cyber nursing using computers and the internet will impact future nursing practice.
This document discusses gender issues in health. It defines key terms like gender, sex, and gender roles. Gender is socially constructed and refers to behaviors and expectations placed on women and men in a society, while sex is biologically determined. Gender roles assign responsibilities to women and men based on perceptions. The document outlines gender differences in physiology, psychology, daily life across economic, educational, family, occupational and political spheres. It also examines gender differences across the life cycle from conception to elderly. Overall, it provides an overview of key concepts around gender and health.
The document discusses human resource planning and staffing in nursing education institutions. It defines human resource planning as the process of moving from the current manpower position to the desired position according to organizational needs. Staffing involves recruitment, selection, and development of employees. The document outlines the human resource inventory that should be maintained, recruitment process, selection process, placement, and induction of staff. It provides the staffing pattern for nursing programs according to the Indian Nursing Council.
The document discusses the UN Convention on the Rights of the Child. It outlines that the convention protects the rights of all children under 18 without discrimination. It details several key rights of children including the right to survival, development, protection, participation in decisions affecting them, privacy, healthcare, education, play and an adequate standard of living. The convention requires governments to work to protect children's rights and provide for their well-being and development.
Coping with loss involves using problem-focused or emotion-focused strategies to manage stress and adapt to change. Problem-focused coping aims to directly address or eliminate the source of stress, while emotion-focused coping involves managing emotional responses to stress through activities like religious faith, humor, or substance use. Common types of loss include loss of external objects, familiar environments, aspects of self, and significant others. Theories on the grieving process outline stages like shock, awareness, restitution, and acceptance. Effective coping requires directly addressing problems when possible or reframing problems cognitively when not. Ineffective coping can drain energy and prevent better solutions. Nursing care involves comprehensive assessment of biological, psychological and social functioning, diagnosing
Genetic testing allows for the diagnosis of genetic disorders and vulnerabilities to inherited diseases. There are several types of genetic tests including carrier screening, prenatal diagnostic testing, newborn screening, and diagnostic testing. Common diagnostic tests include ultrasonography, amniocentesis, chorionic villi sampling, and analysis of maternal serum markers. Genetic testing can help people take preventive measures but also carries risks like physical risks from invasive tests and emotional risks from results. Nurses play a role in ensuring informed consent, counseling, and maintaining privacy and confidentiality with genetic testing.
This document defines and describes audio visual aids. It begins by defining audio visual aids as devices used in classrooms to encourage teaching and learning by making it easier and more interesting. It then describes how audio visual aids help teachers clarify concepts and help learners make learning more concrete, effective, and memorable. Finally, it outlines the main types of audio visual aids, including audio aids, visual aids, and audio visual aids, and provides some examples of each.
The document outlines the clinical rotation plan for nursing students at Abhilashi College of Nursing for their 4th year and internship year from 2020-2021. It allocates 1467 prescribed hours and 1680 planned hours across subjects of Community Health Nursing, Obstetrics & Gynecology, and internship. Students are divided into 7 groups that will rotate through various departments like general medicine, surgery, orthopedics, psychiatry, and more at associated hospitals from February to September.
This document defines educational objectives and outlines different types and characteristics of objectives. Objectives describe the specific behaviors or skills students should demonstrate after instruction. They include cognitive, affective, and psychomotor domains. Cognitive objectives involve knowledge, comprehension, application, analysis, synthesis and evaluation. Psychomotor objectives describe manual or physical skills from imitation to automatism. Affective objectives relate to attitudes and values. Well-written objectives are relevant, unambiguous, logical, observable, measurable and specify conditions, behaviors, and standards of performance. Objectives can be general, intermediate, or specific/instructional and can be teacher-centered or student-centered.
1. Genetic counseling involves advising individuals and families about genetic contributions to disease risk and inheritance.
2. The presentation summarizes the purpose, steps, applications and role of nurses in genetic counseling. It involves taking a family history, constructing a pedigree, estimating disease risk, communicating information and managing patient care.
3. Genetic counseling is used for prenatal testing, pediatric cases, adult-onset conditions and cancer risk assessment to help patients understand diagnosis and make informed medical decisions.
Dorothy Johnson developed the Behavioral Systems Model for nursing in the 1960s-1980s. The model views individuals as having biological and behavioral systems that are influenced by their environment and society. Johnson believed people have patterned behaviors across seven subsystems (affiliation, dependency, sexuality, aggression, elimination, ingestion, achievement) that form an integrated unit determining how they interact. The nursing process in this model involves assessing subsystem behaviors, diagnosing imbalances, planning care focused on protection, nurturing or stimulating subsystems, and evaluating if behaviors return to their baseline.
Florence Nightingale developed a theory of nursing that focused on manipulating the patient's environment. She identified key environmental factors like ventilation, warmth, light, noise, cleanliness, and nutrition. Nightingale believed nurses should control these environmental aspects and modify them to put the patient in the best condition for healing. Her model views the patient, nurse, and environment as interconnected. The nurse's role is to assess, plan, implement, and evaluate environmental modifications to support the patient's ability to regain their health. Nightingale's theory emphasized the importance of the environment and established nursing as distinct from medicine.
1. Stress is defined as a condition where a person responds to changes in their normal balanced state or as the wear and tear of life.
2. Stressors can be internal or external and can be developmental, situational, or predictable/unpredictable events that cause physical or emotional tension.
3. The general adaptation syndrome model describes the body's three stage response to stress - alarm reaction, resistance stage, and exhaustion stage - where prolonged stress can lead to health issues if the body cannot adapt.
This document discusses the preparation of professional teachers. It defines a teacher and notes they must obtain qualifications from a university or college, which may involve studying pedagogy. Teacher preparation includes formal preparation through workshops and seminars as well as informal preparation like reading publications. There are different conceptual orientations to teacher preparation, including the academic orientation focusing on subject expertise, the practical orientation emphasizing classroom experience, and the critical inquiry orientation viewing schools as promoting social reform. Teacher preparation is categorized into pre-service education, which involves initial training, and in-service education to improve teachers' knowledge and skills throughout their career.
The Importance of Black Women Understanding the Chemicals in Their Personal C...bkling
Certain chemicals, such as phthalates and parabens, can disrupt the body's hormones and have significant effects on health. According to data, hormone-related health issues such as uterine fibroids, infertility, early puberty and more aggressive forms of breast and endometrial cancers disproportionately affect Black women. Our guest speaker, Jasmine A. McDonald, PhD, an Assistant Professor in the Department of Epidemiology at Columbia University in New York City, discusses the scientific reasons why Black women should pay attention to specific chemicals in their personal care products, like hair care, and ways to minimize their exposure.
Sectional dentures for microstomia patients.pptxSatvikaPrasad
Microstomia, characterized by an abnormally small oral aperture, presents significant challenges in prosthodontic treatment, including limited access for examination, difficulties in impression making, and challenges with prosthesis insertion and removal. To manage these issues, customized impression techniques using sectional trays and elastomeric materials are employed. Prostheses may be designed in segments or with flexible materials to facilitate handling. Minimally invasive procedures and the use of digital technologies can enhance patient comfort. Education and training for patients on prosthesis care and maintenance are crucial for compliance. Regular follow-up and a multidisciplinary approach, involving collaboration with other specialists, ensure comprehensive care and improved quality of life for microstomia patients.
English Drug and Alcohol Commissioners June 2024.pptxMatSouthwell1
Presentation made by Mat Southwell to the Harm Reduction Working Group of the English Drug and Alcohol Commissioners. Discuss stimulants, OAMT, NSP coverage and community-led approach to DCRs. Focussing on active drug user perspectives and interests
CHAPTER 1 SEMESTER V COMMUNICATION TECHNIQUES FOR CHILDREN.pdfSachin Sharma
Here are some key objectives of communication with children:
Build Trust and Security:
Establish a safe and supportive environment where children feel comfortable expressing themselves.
Encourage Expression:
Enable children to articulate their thoughts, feelings, and experiences.
Promote Emotional Understanding:
Help children identify and understand their own emotions and the emotions of others.
Enhance Listening Skills:
Develop children’s ability to listen attentively and respond appropriately.
Foster Positive Relationships:
Strengthen the bond between children and caregivers, peers, and other adults.
Support Learning and Development:
Aid cognitive and language development through engaging and meaningful conversations.
Teach Social Skills:
Encourage polite, respectful, and empathetic interactions with others.
Resolve Conflicts:
Provide tools and guidance for children to handle disagreements constructively.
Encourage Independence:
Support children in making decisions and solving problems on their own.
Provide Reassurance and Comfort:
Offer comfort and understanding during times of distress or uncertainty.
Reinforce Positive Behavior:
Acknowledge and encourage positive actions and behaviors.
Guide and Educate:
Offer clear instructions and explanations to help children understand expectations and learn new concepts.
By focusing on these objectives, communication with children can be both effective and nurturing, supporting their overall growth and well-being.
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NURSING MANAGEMENT OF PATIENT WITH EMPHYSEMA .PPTblessyjannu21
Prepared by Prof. BLESSY THOMAS, VICE PRINCIPAL, FNCON, SPN.
Emphysema is a disease condition of respiratory system.
Emphysema is an abnormal permanent enlargement of the air spaces distal to terminal bronchioles, accompanied by destruction of their walls and without obvious fibrosis.
Emphysema of lung is defined as hyper inflation of the lung ais spaces due to obstruction of non respiratory bronchioles as due to loss of elasticity of alveoli.
It is a type of chronic obstructive
pulmonary disease.
It is a progressive disease of lungs.
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This particular slides consist of- what is Pneumothorax,what are it's causes and it's effect on body, risk factors, symptoms,complications, diagnosis and role of physiotherapy in it.
This slide is very helpful for physiotherapy students and also for other medical and healthcare students.
Here is a summary of Pneumothorax:
Pneumothorax, also known as a collapsed lung, is a condition that occurs when air leaks into the space between the lung and chest wall. This air buildup puts pressure on the lung, preventing it from expanding fully when you breathe. A pneumothorax can cause a complete or partial collapse of the lung.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - ...rightmanforbloodline
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
TEST BANK FOR Health Assessment in Nursing 7th Edition by Weber Chapters 1 - 34.
6. Performance Appraisals– Why
are they so important?
- Performance reviews are an integral part of
the employee’s on the job experience.
- When fair, accurate and conducted on a
regular basis appraisals can stimulate
employee morale, which can lead to more
efficient business operations and discourage
litigation.
- When performance reviews are not fair
and reasonable, generating inaccurate or
incomplete appraisals, they can have the
opposite effect.
7. INTRODUCTION
Performance Evaluation
or Performance Appraisal
is the process of
assessing the
performance and
progress of an employee
or a group of employees
on a given job and his
potential for future
development.
8. As Flippo said:-
Performance appraisal is the
systematic , periodic and an imparting
rating of an employees excellence in
matters pertaining to his present job
and his potential for a better job. It is
the process of obtaining , analyzing
and recording information about the
relative worth of an employee.
9. Performance Appraisal Is
The Systematic
Evaluation Of The
Individual With Regard
To His Or Her
Performance On The Job
And His Potential For
Development. - By Beach
10. AIMS OF PERFORMANCE
APPRAISAL
• Give employees feedback on
performance
• To determine job competency
• To enhance staff development
and motivate personnel
towards higher achievement.
11. contd…..
• Document criteria used to
allocate
organizational rewards.
• Form a basis for personnel
decisions: salary increases,
promotions, disciplinary
actions, bonuses, etc.
12. • Facilitate communication between
employee and administration
• To improve performance through
counseling, coaching and
development.
• To determine training and
developmental needs of nursing.
contd…
14. • Review the performance of the
employees over a given period of time.
• Judge the gap between the actual and
the desired performance.
• Help the management in exercising
organizational control.
15. • Helps to strengthen the
relationship and communication
between superior subordinates
• Diagnose the strengths and
weaknesses of the individuals so
as to identify the training and
development needs of the future.
16. • To know the problem faced by
employees while doing various jobs.
• To provide a basis for comparison to
segregate efficient and inefficient
employees.
• To help management in fixing employees
according to their capacity, interest,
aptitude and qualifications.
• To help supervisors to know their
subordinates more closely.
17. Qualities most frequently
evaluated are
• Quality of performance
• Mental qualities
• Supervisory qualities
• Personal qualities
• Capacity for further development.
19. • COMPARING THE
ACTUAL WITH
STANDARDS.
• DISCUSSING THE
APPRAISAL.
• TAKING
CORRECTIVE
ACTIONS.
20. APPRAISAL INTERVIEW
• PROBATIONARY:- To determine if
the employee has meet the job
requirements
• ANNUAL:- To determine the current
competencies of the employee and
provide feed back and plan for
professional goals for the coming years
21. • ONGOING-CONTINOUS:- It should
not just occur once a year but
should be ongoing.
• TRANSFER:- Appraisal should take
place before changing the position
and after orientation to new
position.
22. • EXIT:- If an employee is leaving
an organization a terminal
performance appraisal should
be done. The results should be
documented in the employees
personal file.
23. PRACTICES OBSERVED FOR
ASSESSMENT OF PERSONNEL
• The assessment of each
employee should be made
by the person to whom the
employee is administratively
responsible and where ever possible,
by one another person.
• The assessment should be made in
relation to the job specification.
24. • The preparation of the
assessment should
include discussion
with the individual
concerned.
• The assessment
should be considered
confidential.
26. LIMITATIONS OF
PERFORMANCE APPRAISAL
• Bias in conducting appraisal - errors are
introduced in the appraisal because
of a defect or bias in the person
conducting appraisals.
27. CONTINUED….
• Clarity in standards - unless all raters
agree on what terms such as “good”
or “excellent” mean or on the
numerical evaluation of the different
characteristics, their final rating
cannot be compared.
30. TEN COMMANDMENTS OF
THE SYSTEM ARE
• Know the reason for appraisal before
expressing your opinion or
assessment.
• Appraise on the basis of representative
information.
• Appraise on the basis of sufficient
information.
• Appraise on the basis of relevant
information.
31. • Make an honest appraisal.
• Keep written and oral appraisals
consistent.
• Present appraisals as opinion.
• Give appraisal information to only
those who have a good reason to
have it.
32. • Do not imply the existence of an
appraisal that has not been made at all
implying you have information which
is just as misleading
• Do not accept others’ appraisal without
knowing the basis for it.
34. TRADITIONAL METHODS
• Confidential report:- It is a report
prepared by the employees immediate
superiors it covers the strengths and
weaknesses main achievements and
failures personality and behaviour of the
employee. It is used for promotion and
transfers of employees.
35. ESSAY APPRAISAL: The appraiser is
asked to write an essay on the
employee’s strengths, weaknesses
and potentials
– This technique is more valid and
formal than complicated methods of
appraisal.
– The biggest drawback in this method
is that it is difficult to combine and
compare the essays as it may touch
upon various aspects of one’s
performance and qualifications.
Another drawback is the variability of
length and content in the essays.
36. RANKING METHODS: This method is
useful when it becomes necessary
to compare people who work for
different supervisors, when there
are several individual ratings an
when appraisal forms are not
particularly useful. This method is
also employed to compare people
in different units of an organization.
–
37. PAIRED COMPARISON: This is a method of
comparison where each employee is first
compared with the peers, one at a time,
and when all the comparisons are done,
the employees are given the final
rankings.
38. Critical Incidents Method: In this
traditional method of Performance
appraisal, the evaluator rates the
employee on the basis of critical
events and how the employee reacts
in such events - essentially their
behavioural patterns during those
incidents.
39. Field review: In this method, a senior
member of the HR department or a training
officer discusses and interviews the
supervisors to evaluate and rate their
respective subordinates. A major
drawback of this method is that it is a very
time consuming method. But this method
helps to reduce the superiors’ personal
bias.
40. CHECKLIST METHOD: This is
the simplest way of
evaluation where in the rater
is given a checklist
containing a description of
the employee behaviour on
the job. The duty of the
superior is to find out which
description best suits the
employee.
41. GRAPHIC RATING SCALE: This
is one of the oldest and the
most commonly used methods
for appraisal used alongside
Essay Appraisal Method. In
this method, a printed form is
used for measuring both the
quality and the quantity of
work done by an employee.
42. FORCED DISTRIBUTION: To eliminate
the element of bias from the rater’s
ratings, the evaluator is asked to
distribute the employees in some fixed
categories of ratings like on a normal
distribution curve. The rater chooses
the appropriate fit for the categories on
his own discretion
43. MODERN METHODS:
MANAGEMENT BY OBJECTIVES:
It is defined as a process whereby
the employees and the superiors
come together to identify common
goals, the employees set their goals
to be achieved, the standards to be
taken as the criteria for measurement
of their performance and contribution
and deciding the course of action to
be followed.
45. 360 DEGREE APPRAISAL
• 360 degree appraisal
has four integral
components:
1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s
appraisal
4. Peer appraisal.
46. • ASSESSMENT CENTRES:
An assessment centre typically
involves the use of methods like
social/informal events, tests
and exercises, assignments
being given to a group of
employees to assess their
competencies to take higher
responsibilities in the future.
47. Generally, employees are given an
assignment similar to the job they
would be expected to perform if
promoted. The trained evaluators
observe and evaluate employees as
they perform the assigned jobs and are
evaluated on job related
characteristics.
58. 1.FAULTY ASSUMPTIONS
• Managers take a particular appraisal system as
perfect and feel that once they have launched a
programme that would continue forever.
• Managers sometimes assume that personal opinion
is better than formal appraisal and they find little use
of systematic appraisal and review procedures.
• Managers’ assumptions that employees want to
know frankly where they do stand and what their
superiors think about them are not valid.
59. 2. PSYCHOLOGICAL
BLOCKS
• Managers’ feeling of insecurity
• Appraisal as an extra burden
• Their being excessively modest of sceptical
• Their feeling to treat their subordinates’ failure as
their deficiency
• Disliking of resentment by subordinates
• Disliking of communicating poor performance to
subordinates
61. CRITERION PROBLEM –
a criterion is the standard of
performance the manager desires of
his subordinates and against which he
compares their actual
performance. Criteria are
hard to define in
measurable or even objective terms
62. DISTORTIONS –
Distortions occur in the form of biases
and errors in making the evaluation. An
appraisal system has the following
possible distortions:
• Halo effect
• Central tendency
• Constant errors
• Rater’s liking and disliking
63. CONCLUSION
• Performance appraisal is
necessary to ensure an
understanding between an
employees and the
supervisor on the goals of
the institution and progress
of the employees in reading
institutional and personal
goals.