Human Resource Managament
What is an Appraisal Principles?
Appraisal principles is when a company looks
at a worker and gets confident they are up to
pare with the standard they are looking for,
for instance; where they are at with excellence
of work, amount of work, price and time of
work.
Appraisal Standards for our
Hospital

Excellence

Amount

Price

Time
Performance Appraisals
Barriers to Effective Performance
Appraisals
Need of justice
 Need of habitual communication
 Individuality
 Need of facts
 Excess of highlighting on certain incidents

Guidelines for Effective
Performance Appraisals
Conference set up
 Employment Assessment
 Your Views

UNDERSTANDING ISSUES IN HEALTH
CARE SETTINGS
One of the most significant matters in
the hospital settings is the lacking of
certified health care experts. When
hospitals are facing a shortage in
certified healthcare experts, the output
and competence declines.
Understanding the aspects that supplies
to this lacking is very important. HR
representatives have to work
collaboratively with executives and
employees to support the health care
careers and maintain skilled workers.
Patton-Fuller Worker Appraisals
The following slides are four of our workers both present
and past.
 They have all received some sort of corrective action and
have selected to either mend their problems or stick with
the work ethic they had when starting with Patton-Fuller.
 As you will see, 1 out of the 4 was not eager to recover the
job being performed thus needing Patton-Fuller Community
Hospital to stop employment with the individual.

Before corrective action



Unsuccessful to follow
Guidelines
Unsuccessful to request for
assistance
Unsuccessful to accomplish
job duties
After appraisal



Advanced on following
Guidelines
Carry out responsibilities
on time
Fulfills all job
responsibilities
Bennie Bellamy
Before corrective action


Various nonappearance on
initial warning on January 4,
1998.
On February 20, 1998,
another event was covered
concerning the
misplacement of a patient’s
valuables.
After appraisal
At the yearly review in
April of 1999,
nonappearance had been
better and advance in other
areas were renowned.
 No additional corrective
action has been recorded.

Alva Branham
Before corrective action
After appraisal
Continued non-attendance
 Negative outlook
 Lack of caring in regards to
work
 Rejection to correct lack of
ability






Non-attendance
Impoliteness to others
Lack of certification
Medicine blunders
Refusal to assist fellow
workers
King Lovell
Before corrective action
After appraisal
Initial appraisal went fine with two
regions to be addressed.
 Six month appraisal went well with
Louise requiring to go to one
expert meeting before her next
evaluation.
 Needle removal abuse


No further action concerning the
needle discarding.
 Dressing is at times borderline of
improper.
 At all times on time with
informations
 Still have to be present at a
specialized meeting.
Louise McFate
CHANGES IN HEALTH CARE
INDUSTRY
Health Care Industry is
continuously varying and in
order to be challanging and
successful health care experts
need to be at all times one
step forward. Therefore, the
HR Management needs to
give guidance and education
resources for the workers and
patients
HUMAN RESOURCE
STRUCTURE
An managerial construction points
out the responsibilities and reporting
structure among staffs at different
posts in an association. managerial
constructions help associations
working as unified communal
individuals and, thus, helping the
association realize and get to its
targets
policies can go only so far in
altering the traditions of an
association.
Patton-Fuller Community
Hospital needs an electronic
medicinal accounts system
that will be used for different
motives. The main rule for
EMR implementation is to
build adoption compulsory,
and put the correct quantity of
human resources to become
paperless as rapidly as
possible.


Conclusion
Practical structure best go with PattonFuller Hospital because the corporation
necessitate definite talents and focus on
parts of specializations. Structured around
medical and managerial functions, the
sanatorium separate duties in order to
expand the maximum stage of efficiency.
Nevertheless, the Patton-Fuller hospital
needs an electronic medicinal account
system that will be used to enter doctor’s
instructions, file patient care, to let
different health care providers to
communicate, and to support
compensation
Berardino, L., Little, B., & Welker, J. (2005). Human resource management
issues in healthcare technology. Allied Academies International Conference.
Academy of Health Care Management. Proceedings, 2(1), 1.
•
Goforth, M. (2010). Internal Recruiting retrieved from
http://www.associatedcontent.com/article/5690942/internal_recruiting_cap
italize_on_employee_pg2.html?cat=31
•
Heath, Dianne. ( August 5, 2010 ). What are the Barriers to Effective
Performance Appraisals? Retrieved on -------------, from
http://www.ehow.com/list_6820034_barriers-effective-performanceappraisals_.html
• Human Resources 101. (2008). Guidelines for Effective Performance
Appraisals. Retrieved on --------, from http://www.hresources.com/02/19/guidelines-for-effective-performance-appraisals/
• Organizational Performance Management. Retrieved from
http://managementhelp.org/org_perf/org_perf.htm
•
References