Performance Management Appraisal Program Alliance Healthcare

Question: Discuss about the Performance Management Appraisal Program Alliance Healthcare. Answer: Introduction The most essential part of the work that Human Resource Managers and Executives perform all through the year is managing employee performance. The importance is nowhere less than managing financial resources or program result because the magnitude of employee performance shows extensive results on both financial resources as well as components of program of an organization ("How to Outline a Performance Appraisal Program", 2017). The Performance Management Appraisal Program (PMAP) of Alliance Healthcare is designed to meet the supposition of the employees. It offers a significant process that can reward an employee for a notable contribution towards the organization. This will help the organization to make the necessary improvements in order to achieve success at every level. Alliance Healthcare is an Australian healthcare recruitment service provider that came into existence in the year 2002. It recruits healthcare professionals, nurses, and carers from overseas and local markets who are eligible for Australian healthcare facilities or organizations ("About Alliance Health Nursing recruitment agency Alliance Health", 2017). The services are provided by keeping in mind the particular needs of both candidates and clients. Alliance Healthcare believes that performance management is the organized process of: Planning the work and framing expectations Continuous monitoring of the performance Develop the ability to perform Rating the overall performance regularly Giving rewards to the notable performance The interviews are organized with management to hire the best people for the position. The candidate is hired after evaluating on various parameters. These parameters include knowledge, skills, behaviour, and attitude of individual that are required to fulfil the requirements of the job. The performance management appraisal program will clarify the expectations of employees, improvement in self-assessment and performance will be observed and most importantly employees will be satisfied with their job that will increase the productivity of their particular department and overall, the organization will be benefited ("Performance Management Appraisal Program (PMAP)", 2017). Performance Management Appraisal Program In todays world, organizations are starving to function properly. There is need to set a link between the goals of the organization and everyday actions. When the employees do not perform according to the business strategy, both the resources and time are wasted. It is this time when Performance Management Appraisal Program is needed. It corrects the performance of employees and optimize the productivity. The PMAP of Alliance Healthcare for employees is described below: Workforce The workforce is assessed on the basis of number of employees and the work oriented to them. In Alliance healthcare, the total number of employees working and the position on which they are working and their departments will be considered. The various positions in Alliance healthcare are: Workers, Training Supervisor, Trainer, Rating Official, Asst. HR Manager, Training Manager, Recruiter, Recruiting Manager, Human Resource Manager, Benefits Coordinator, Benefits Manager, Compensation Analyst, Compensation Manager, Recruitment Director, Organizational Development Director, Human Resource Director. Employee Performance Plan In every successful organization, planning is done before any wok. This planning includes the expectations and goals of individuals with respect to the objectives of the organization. In Alliance healthcare, if an employee fails to do any particular task, it affects the overall performance and will result in employees removal, transfer to a lower grade or reassignment. Alliance Healthcares employee performance plan includes the individual performance outcomes that contributes to the strategic goals of the operational department. The management will emphasise on following points to determine the exact critical performance elements for their employees: In strategic plan of department, the goals and objectives are clearly mentioned. Specific individual performance goals of employees of a department in accordance with annual performance plan of Alliance Healthcare. The specific objectives and goals of operational division of that particular department. Description of the position of Employee. Legal and regulatory requirements. Feedback from the customers. Employee input. There will be few benchmark standards based on which the performance of employees will be measured. There will be five levels of benchmarking. In increasing order, they are: Achieved Unsatisfactory Results Expected Results Achieved Partially Expected Results Achieved More than Expected Results Achieved Outstanding Results Achieved These critical performance elements and standards achieved by the employee will be documented and signed by the designated officer and employee. Further, a review officer will again check the process and then approve/disapprove. Monitoring Performance To monitor the performance in Alliance Healthcare, following factors will be considered: Feedback during Performance Cycle The performance cycle of employees in Alliance Healthcare will be of 30 calendar days from the: Starting of appraisal period Joining of duty by employee Task assigned to the employee Promotion of an employee to a new position This feedback will address the employee performance in accordance with the objectives of the department and further organization against the performance benchmark standards. The rating official will decide the source of data and ensure the accurate, timely and effective rating is given to employees. Midyear Review It will be ensured that every employee gets at least one formal review during the appraisal period. The rating official will discuss the performance with subordinate employees during the appraisal period as it is necessary if the employee is not performing according to the objectives. The factors that will be considered are: Reviews from customers about their work. Does the employee require training? Does the employee work efficiently in challenging environment? Giving/Receiving feedback regularly. Any further support needed by employee. Developing Employees The performance management process of Alliance Healthcare will develop the needs of employees. During the above two processes of planning and monitoring it becomes clear that which deficiencies of an employee needs to be addressed. The development of employees will be of two types: Formal Development The employees will be trained in traditional method i.e. in classrooms about healthcare services and the areas where they need development. An Individual Development Plan (IDP) will be made consisting of following elements: Assessment: This will include the past employment and training records. The employee will be free to ask from peer employees, supervisors, and HR staff members. The doubts will be clarified. Discussion: The employee and supervisor will discuss the results of assessment, objectives, description of the job, etc. The employee will be supported by supervisor. Implementation: After completing the task, the employee will report to the supervisor. The employee and supervisor will meet several times to discuss IDP. Evaluating the Employees Performance Based on the performance against the benchmarks and the objectives, the employees will be rated by the rating official. The customers and colleagues will be consulted besides self-assessment of employees and other performance related statistics. This rating official will perform a thorough meeting with the employee about performance based on the following guidelines: All the previous performance plans of the employee should be complete. All the noteworthy discussions regarding objectives in accordance with the standards should be done with employee. The session should be conducted in a calm and professional environment, focusing on the work-related issues and performance. The official should summarize of employees overall performance. The summary document should have all the concerns regarding employee based on the feedback. The rating official will then provide the rating according to the performance and signed by both official and employee. Rewarding Employees Performance The performance awards are given to employees after seeing their rating. The employees who receive 5 points (highest) will receive a 5% of the salary (based on the last working day of rating cycle) as reward. The employees with rating 4 will receive 4% of their salary and with 3 will receive 3% of their salary. The employees with ratings 2 and 1 will not be eligible for rewards. The employees with poor performance will dealt with actions to improve their performance. The promotion will be paused and performance will be discussed with the supervisor. The one with rating 1 will get a written notice about the performance failure and an opportunity to show performance under a Performance Improvement Plan (PIP) where specific assistance will be provided by feedback and the employee will be coached for better performance. Misconduct versus Unsatisfactory Performance It is important to know whether the Achieved Unsatisfactory Result (rating 1) level is because of the poor performance of the employee or because of misconduct. Sometimes, both are inter-related and sometimes poor performance is the result of misconduct. In Alliance Healthcare, if an employee gets rating 1, it may be because of the incapability to perform according to the goals and objectives or the second reason may be the failure to follow the rules or bad behaviour towards peer employees or property of company. In both the cases, employee can be removed from the company if proved guilty. Developing IDP (Individual Development Plan) Both Employee and Rating official will jointly develop an individual development plan that will be a link between the career interests of employee and the goals and objectives of the company. The goals of IDP will be: Learning of new skills for better performance in current job. To maximize the current performance with respect to the objectives of the organization. To increase the interest, and satisfaction for the current position. To gain essential knowledge, skills for the career growth. This will help them to achieve career goals according to the objectives of the organization. An IDP can be said as a partnership between the rating officer and the employee and the target is development of the employee. Organizing Interviews The interviews are very important part in the hiring process. As the core business of Alliance Healthcare is recruiting persons for different healthcare centres in Australia, so this interview will be for the position of Management Trainee which will further given the position of Asst. HR manager on successful completion of training period. The interviewer is HR Manager and the time duration will be 45 minutes. The questions will be categorized as: To know the facts Creative-thinking Ability to solve problems Behavioural The following set of 25 questions will be helpful while interviewing: Tell me about Yourself and your working experience in Healthcare Recruitment Sector? What was the size of your last team? Did you like the previous working environment? Describe Yes or No. Why did you leave your last job? What are your core competencies with respect to healthcare sector? Where do you see yourself in next 5 years? Where do you see the healthcare sector in next 5 years, especially the challenges? Suppose that you are an HR Manager and your team is delaying the training process of new employees. How will you speed up the process of your team? Or How do you deal a stressful situation at work? What is Healthcare Delivery? Who is a bilingual individual? Define cultural issues faced in healthcare system? What according to you is customer service? What can be our expectations from you in first 3 months? How do you define yourself as a team player? What all do you know about healthcare terminology? In your previous job, did you made any suggestion that was implemented? If Yes, describe. Discuss your experience with creating employee recognition and rewards programs? Suppose that you are at HR Managers position in Alliance Healthcare. Then tell me, what will be the most difficult decision for you while recruiting? Have you ever had a conflict with your peer or seniors? How you resolved it? Have you ever fired anyone in your previous jobs? How would you deal when it comes to firing a person, if it is required? When it comes to start a fresh relationship with a client, how do you usually start? Why do you want to work at Alliance Healthcare? How long can you commit to work with us? What salary are you expecting? Do you want to ask any questions? After this interview, the HR manager will take the decision to select the candidate or not. If selected, the follow-up will be done for any fact-checking or background information noted during interview. Then an offer letter needs to be drafted. References 95 healthcare interview questions and answers. (2017). Slideshare.net. Retrieved 29 May 2017, from https://www.slideshare.net/scottjohnson072/top-10-healthcare-interview-questions-with-answers About Alliance Health Nursing recruitment agency Alliance Health. (2017). Alliancehealth.com.au. Retrieved 27 May 2017, from https://www.alliancehealth.com.au/about/ Agrizzi, D., Jaafaripooyan, E., Akbarihaghighi, F. (2010). 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