Performance Management System At Westmead Hospital – A Study

Performance Management System of Westmead Hospital

Question:

Discuss about the performance management system.
 

Performance management system is the primary concern of this particular study. Performance management is the systematic procedure with the help of which both the managers and the employees tend make a participative decision regarding the business goal. By making a participative decision, both the employees and the managers like to plan the business agenda. They like to set business goals and objects to achieve the success. However, in this particular study, Westmead Hospital has been chosen in order to evaluate their performance management system inside the organization. Starting its journey since the year 1978, Westmead Hospital has expanded their widespread wings in the western Sidney. Westmead Hospital is popularly known as one of the well-known teaching hospitals of Sidney. A large number of medical as well as dental students appear here for receiving a proper guidance and training. This particular hospital has been considered as of the largest centers for the postgraduate students in the field of medical. This particular study has aimed at to highlight the performance management system of Westmead Hospital (Wslhd.health.nsw.gov.au 2016). 

In this particular part, some of the major aspects of performance management system of Westmead Hospital have been discussed. The aspects or criteria are as follows:

1. It is true that the operational manger of Westmead hospital is very much efficient to deal with the employees skillfully. The manager before taking a decision regarding the business goal likes to involve every employee equally. Operational plan provides an in-depth overview regarding the strategic goal of a business process (Anitha 2014). The operational manager with the participative decision of employees makes a strategic planning how to develop their ward areas, diagnostic and treatment areas, dental clinical areas, the areas of clinical pathologies and medical research areas.
2. B. The clients of Westmead hospital has provided a positive feedback that this specific organization intends to maintain an effective communication at the workplace. The performance of the service provides are co-operative (Armstrong and Taylor 2014). The students who intend to come for the further studies to this institution get immense co-operation from both the trainers and the management. While working inside the organization both the students and the employees are strictly instructed to maintain the code of conduct, ethics and values of the organization.
3. Westmead hospital does not intend to include risk analysis factor within the risk management plan as well as legal requirement (Awadh and Alyahya 2013). In order to maintain a clinical pathology Centre, the management should analyze the risk factors first so that the organization can take an immediate precaution in any kind of sudden crisis like technological faults and so many.
4. The managers of Westmead hospital like to re-view and re-monitor the performance management system. With the gradual progress of civilization, the demands of the clients tend to change day-by-day (Decramer, Smolders and Vanderstraeten 2013). As per the trends and the needs of the clients, the managers along with the employees decide to re-form their organizational objectives to satisfy the demands of the clients. Therefore, the evaluation and review of performance management system is conducted to reform the organization objectives not to stick with the systems and policies forever.
5. It is acceptable that Westmead hospital before appointing a fresh employee within the business process, like to provide an effective training and guidance to them. This training process helps to make those employees more skillful and competent. As a result, the managers of Westmead hospital get a sound feedback and response from the employees regarding the business goal (Decramer et al. 2012). It immensely helps the managers to make a participative decision making for the betterment of business process.
6. It is undeniable that the human resource managers like to collect a formal feedback from the employees as well as from the clients in every six months; but informal feedbacks are not collected maintaining a proper time or date (Jiang et al. 2012). Employees like to provide their necessary feedback at the time of any kind of session.
7. Westmead Hospital likes to provide an effective coaching to the councilors so that they can build the ability to provide a professional training to the medical students (Kaplan and Atkinson 2015). This particular training is very helpful for facing various kinds of circumstances in the interview hall.
8. At the end of the every session, the management of Westmead Hospital likes to celebrate reward ceremony. In this day, best employees in terms of production, attendance, behavior receive the award (Karatepe 2013). As a result, it helps to encourage the other facilitators as well for performing well.
9. The only drawback of the management of Westmead Hospital is that the managers do not intend to identify the poor performers in the organization. Only best performers have been chosen to receive awards (Mone and London 2014). As a result, the poor performers have the little opportunities to understand their ways of improvement.
10. Providing effective training to the employees is very much within the policy. At the same time providing necessary benefits and facilities to the facilitators is also the part of regulation. Therefore, it is undeniable that performance improvement and development plans are the part of Westmead Hospital’s plans and policies (Moynihan and Lavertu 2012).
11. The human resource department of Westmead Hospital is very cooperative. They like to provide any kind of assistance to the employees. By maintaining a participative management style, the human resource managers like to interact with every employee about any kind of problems facing the workplace (Neves and Eisenberger 2012). In addition, the human resource managers of Westmead Hospital like to hire diverse people from various cultural background and attitude for their organization. As a result, this kind of people can easily interact with the students of various religions.
12. It is unfortunate that Westmead Hospital has not implemented any plan and policies for the under performers. As a result, they fail to identify their flaws. As a result people get least opportunities to improve their performance. The managers of Westmead Hospital should definitely take an immediate step for the underperformers. By identifying their flaws individually, the managers should provide an effective training. Automatically, those employees would be able to improve their performance.
13. As per the organizations’ rules and policies, the employer can terminate an employee due to any kind of misconduct at the workplace, constant poor performance. At the same time it is undeniable that this particular employee who would be decided to be terminated gets a chance for the improvement (Shields et al. 2015). The individual should get a waning or a notification at least for fifteen days for rectifying the mistakes.
14. While maintaining the performance management system, the managers intend to keep a record about the conversation happened between the managers and the employees. Documentation of performance is highly needed in order to keep a written record of conversation. 

Conclusion:

The entire study has dealt with the importance of performance management system within an organization. Westmead Hospital is a university of post graduate for the medical students. At the same time it is a medical research center where a large number of students appear for higher education. With the help of practice management system the managers like to make an effective decision regarding the business goal. This particular study has aimed to set up some major criteria. However, from the mission ad vision of Westmead Hospital it is clear and evident that his particular organization is very much concerned regarding the employees needs and benefits.

In order to motivate the employees, the managers like to follow participative leadership style at the workplace. With the help of participative leadership process the leaders like to provide immense opportunity to share the point of views of the employees. Leaders never intend to impose their decision on the employees. As a result, employees get motivation for providing a good service to the clients. In addition, it has also been observed that the human resource managers like to provide an effective training to the new employees for making them more efficient and competent. 

In order to run their more successfully Westmead Hospital should follow some of the major recommendations as well. Among the fourteen criteria, the importance of maintaining regulations and acts has never been mentioned here. The organization like Westmead Hospital should strictly follow some of the important regulations and acts such as health and safety act, right to information act, data protection act and so many. With the help of these regulations and acts both the employees and the employers can take an immediate action against each other.

Furthermore, the company should give more priorities on the underperforming employees. Before terminating one individual, the operational manager of Westmead Hospital should make an interpersonal communication in order to know the problems of this individual. After identifying the problem, the managers should provide the necessary training and guidance to that individual. As a result, this individual would be able to rectify the mistakes. Moreover, the communication between the employers and the employees has to be effective always so that employees do not hesitate to share any kind of problem to the managers. This kind of effective communication will help the employees to meet the business goal.  

Reference List:

Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management.

Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Awadh, A.M. and Alyahya, M.S., 2013. Impact of Organizational Culture on Employee Performance. International Review of Management and Business Research, 2(1), p.168.

Decramer, A., Smolders, C. and Vanderstraeten, A., 2013. Employee performance management culture and system features in higher education: relationship with employee performance management satisfaction. The International Journal of Human Resource Management, 24(2), pp.352-371.

Decramer, A., Smolders, C., Vanderstraeten, A. and Christiaens, J., 2012. The impact of institutional pressures on employee performance management systems in higher education in the low countries. British Journal of Management, 23(S1), pp.S88-S103.

Jiang, K., Lepak, D.P., Han, K., Hong, Y., Kim, A. and Winkler, A.L., 2012. Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human Resource Management Review, 22(2), pp.73-85.

Kaplan, R.S. and Atkinson, A.A., 2015. Advanced management accounting. PHI Learning.

Karatepe, O.M., 2013. High-performance work practices and hotel employee performance: The mediation of work engagement. International Journal of Hospitality Management, 32, pp.132-140.

Mone, E.M. and London, M., 2014. Employee engagement through effective performance management: A practical guide for managers. Routledge.

Moynihan, D.P. and Lavertu, S., 2012. Does involvement in performance management routines encourage performance information use? Evaluating GPRA and PART. Public Administration Review, 72(4), pp.592-602.

Neves, P. and Eisenberger, R., 2012. Management communication and employee performance: The contribution of perceived organizational support.Human Performance, 25(5), pp.452-464.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., Robinson, J., O’Leary, P. and Plimmer, G., 2015.Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.

Wslhd.health.nsw.gov.au (2016). “Home – WSLHD”. Wslhd.health.nsw.gov.au. N.p., 2016. Web. 17 June 2016.