A job description is a document that is used by an organization to clarify the important job requirements, duties and responsibilities and the skills required by an employee to perform a specific role at work. A job description forms the basis of many activities like hiring, job placements, salaries/compensation, setting expectations and performance management all of which affect an employee. The job description will also give a summarized overview of the role of the employee and how the role is related to the vision of the organization (Baker, 2017). The job descriptions that will be given to the employees of St. Jessica's Urban Medical Center will help the Board of Directors align the staff duties with the vision of the Medical Center. …show more content…
Once agreed upon, the employees should be held accountable for their performance. When the employees are aware of what is expected of them, it will be possible for them to work towards improving their performance and will have no problem when a performance management program is implemented. Current Work Environment The workplace of an employee plays a key role in the quality of the work done by the employee and how productive the employee is. The state of the workplace environment will also impact the desire of the employee to learn new skills and their level of motivation to perform better. Employees who are involved in the decisions that are made at the Medical Center especially when it comes to goal setting will allow them to take ownership of the goals and perform better at achieving them. A work environment that has defined processes will make it easier for the employees to perform their tasks and embrace the performance management program when it is implemented (Albrecht et al, 2015). When the Board of Directors at St. Jessica's Urban Medical Center ensure that the workplace is conducive to the employees, they will be able to implement the performance management program successfully. The employees will embrace it since they will be having everything they need to perform their duties and responsibilities …show more content…
Jessica's Urban Medical Center should also find out if there is a program that is used to conduct the orientation and the training of employees about
new programs and policies at the workplace (Cascio, 2018). Orientation will familiarize the employees with the vision, mission, rules and regulations and goals of the Medical Center. Training is very important for the development of the Medical Center since the employee will become more efficient and very productive. Effective Supervision at the Workplace Supervisors are the ones who work directly with the employees and they are also the ones who make sure that the employees have the resources they need to perform their job well. They also provide feedback to the employees and the encouragement needed. The Board of Directors at St. Jessica's Urban Medical Center should evaluate the way the current supervisors are doing their job. It is also important for the employees to know of the supervisor’s feedback and how the supervisor will measure their performance (Certo, 2015). Since supervisors work closely with the employees and their feedback is very valuable. They are also tasked with the role of coaching the employees with the aim of making them better. The success of the implementation of the performance management program will be determined by how well the supervisors can give feedback to the employees. Training will also help existing employees at the Medical Center to enhance their knowledge
However, before a hired employee enrolls in a training program, they must go through orientation. Orientation provides new employees with the information they will need to succeed in a company (Woods 163). Orientation helps reduces the stress of beginning a new job, gives an overview of the business, and provides the employees with the expectations within the workplace. After orientation, the employee will begin training. Training is specialized to the position that the new employee is about to enter. Training should encompass the knowledge and skills that one should know to be able to complete the day-to-day tasks. For a training program to be successful, it should include the following
Introduction What does it mean to be an effective supervisor? Before taking this class, I thought that if a supervisor is able get their employees to work effectively, and efficiently, then the person is an effective supervisor. I didn’t realize until taking this class that supervisors do so much more. After learning more about the other tasks supervisors do like planning, being effective listeners, and motivating employees, I have a better understanding of effective supervision. I am aware that I have had supervisory experiences.
The result of this process is a job description “that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context “(Burke, 2008). A job description consists of the knowledge, skills, and aptitudes necessary to do the job. A job evaluation is the process of adjudicating the comparative value of a job within a company (Burke, 2008).
...mplications that allow for opportunities of change. One of the presumptions is for training and staffing (Shi & Singh, 2012). With the utilization of health care improvements, the staff will need additional instructions on the performance of equipment and how to efficiently achieve the desired results. Managers or supervisors recognize the need for supplemental staffing and training to optimize patient satisfaction and quality of care. The health care administrator must also focus on changes in insurance policies and rules governing the provision of medical assistance (Shi & Singh, 2012).
It is imperative for supervisors to focus on what is required in order for his/her employees to accomplish their job. They must be supportive of their employees and provide continual feedback on their job performance .Supervisor need to include their employees when making changes that effect they way they perform their jobs or finding new way to do things that were problematic. Supervisors should give their employees more responsibly to make them feel more valued and powerful. There is also a major need for promotion, pay increase and compensation system (educational reimbursement, vacation incentives etc.
According to McConell (2012), the difference in a leader and a follower determines the success of a person regarding leadership. This chapter helps explain the content of qualities and proficiency for healthcare managers to be effective. Once again, effective management skills or certain qualifications enhance a healthcare organization environment. Healthcare managers and supervisors must have the capacity to handle challenges while the organization objectives and regulations may change over a period of time. Effective healthcare management governs the success of a healthcare organization. There are many different skill sets and leadership styles to be effective as a manager. People are interested in knowing what strategies are effective in healthcare management.
Performance Management is a critical component to organizational success. However, creating, developing, and maintaining a system that captures all the characteristics of an ideal performance management system should involve an ongoing collaboration between leadership and employees to achieve a successful outcome. After all, the performance and success of the organization is dependent upon the employees. Therefore, performance management should incorporate organizational goals, employee goals, and continuous feedback that reflect individual’s contribution (NorthCoast 99, 2012).
Good performance management practices must be followed by the managers so that accountability leads to positive result. Also, in order to create positive environment necessary for constructive accountability, managers need to:
Performance management is a great tool for both the employee as well as the organization. For the employee, it gives the employee a clear picture of his areas of improvement and helps him improve and grow. From the organization’s perspective, it lets them understand the potential they have in their employees and how to realize them. It helps them to analyze who are worthy of being held onto and whom to let go so that the organization grows. In all, an effective tool, if used in the correct manner by all the parties involved.
Performance Management is a process of evaluating the organisation and employee achievement towards a common goal, it can also ensure the business continually strives to improve their most valuable asset ‘their employees’. Performance management can continually drive business improvement by identifying and communicating performance goals and expectations. Employees are aware of what is expected of them and how they will achieve them. Linking employee goals with business goals means the organisation will continually improve the employees and organisational performance as a whole, the organisation can drive their performance ‘hand in hand’.
Performance management is used for the basis of promotion, reduction in force purposes (talent management), gives transparency of what an organization is looking for, merit increases, and lastly it provides protection against lawsuits for unlawful termination by keeping written documentation. Performance evaluations are advantageous to both the organization and the employee. A leading advantage of performance evaluations is it gives the employee an opportunity to create and achieve smart goals. Although performance evaluations primary function is to measure whether an employee is a good fit or a bad fit for the organization, its function is so much a broader. Performance management is tool purposely used to motivate employees to examine themselves and determine if they have selected the profession that is best for them; consequently the feedback an employee receives from their superior supports them with increase their knowledge and
Performance management is a continuous process that creates a working culture to encourage employees to improve their work performance and reach their full potential during their stay of employment. Performance Management also provides strategic direction, develop competency in employees and instill organization value. This paper will identify methods and affects that performance management plan has on the organization and their employees.
Most organizations have HR departments but when there is a lack of one. Supervisors must carry that weight and provide all the necessary resources to their employees. The role of the supervisor is not only restricted to their duties. They also must ensure that the product or service has been confirmed. This duty is also called the product line responsibility supervisors act as a sort of connection between workers and the top management. They are entrusted based on their skills to lead subordinates to finish the task. Supervisors don’t just sit on the sidelines they contemplate the best practices for getting the job done. There are several methods that supervisors utilize, and these include the functional approach, behavioral approach and the quantitative systems approach. These methods are used to structure the work environment. Managerial skills are learned and developed. Most managers are not skillful in their position, but overtime skills are attained from experience and practice. The role of supervisor is not an easy task and takes considerable amount of time to master their role. Supervisors follow one or even both concepts to achieve their goals, these concepts include leadership skills and managerial skills. In addition to these techniques they need to evaluate work performance and fill any vacancies that arise. Supervisors need to be effective speakers to influence and motivate
The notion of performance management is infused in every aspect of corporations on a global scale. As countries try to become more competitive, each country thinks about new ways in which to positions themselves better in the global market. Corporations have adopted strategies in an attempt to educate their work forces with new initiatives and products and have adopted some form of performance managements to track success and manage their employees in attempts to achieve the best
Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about. Also, the department, applicants should know where would they work if they were going to work in that organization. Next i...