Human Resources Management Presentation

Human Resources Management July 8, 2019

Performance Appraisal Standards

Definition: performance appraisal standard is a management-approved expression of the performance threshold(s), requirement(s), or expectation(s) that must be met to be appraised at a particular level of performance (“Performance Management”, n.d.). Standards should be impartial, determinable, reasonable and precisely stated in terms of specific detail used to evaluate performance.General Measures:QualityQuantityTimelinessCost-Effectiveness

Performance Appraisal Standards

Quality MeasurePertains to how well the job is performed and/or how efficient the end product is. Quality refers to precision, presentation, value or validity.Quantity MeasureRefers to how much work is manufactured. Can be expressed either as an error rate or a general outcome to be realized. Timeliness MeasureAddresses how fast, when or by what date the work is finished. A common mistake made in setting this standard is leaving no room for error.Cost-Effectiveness MeasureMeasured in dollars and cents, focuses on working within a budget. May consist of reducing unit costs, the time it takes to manufacture a product, or waste.

Patton-Fuller Standards

General Standards at Patton-Fuller HospitalAttendance – Does the employee exhibit an excellent attendance record, which is especially important for employees whose clients and co-workers have the anticipation of on-time production/fulfilled services.Grooming – Does the employee project an image of the hospital’s culture and ethics to the guests/patients? Attitude – How does the employee’s attitude affect their approach to the job and their value to the organization?Dependability – Does the employee meet the system parameters of reliability, stability and availability?

Patton-Fuller Standards

Job Specific StandardsJob Performance Does the employee display a sense of responsibility for completing tasks and planning effectively? CommunicationDoes the employee convey information, using clear and concise language, to all individuals in a timely fashion?TeamworkDoes the employee exhibit a team based approach by sharing information or offering assistance whenever needed?Customer ServiceDoes the employee address the needs of patients in a timely, professional fashion?

Guidelines for effective Performance Appraisal

Clear goal settingCollection of relevant performance informationComparison of performance to set goals Make JudgementExplain analysis and judgement for it to be understood

Clear Goals Setting

These are objectives that should be achieved at the end of the exercise.Can be put down in notes, milestone charts, Measured in quality, quantity, time and cost

Collection of relevant performance information

Obtain information related to the set goalsCollect any other relevant informationCategorize it in accordance to the set goalsFind means of gauging like questionnaires when work can not be gauged physicallyObserve more to get the most from healthcare field.

Comparison of performance to set goals

Analysis stageComparing the collected information to the set goalsDetermining if the goals were reached, fell short or exceededExplanation of the results

Communication of findings and Making Judgement

Determination stage if the goals were reachedWhere the employee lies Verdict of the employeeExplanation of why the verdict of the appraisal was reachedRecommendations by the human resourcesNext course of action

Due diligence of progressive discipline of employees

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Four steps of progressive discipline

Verbal CounselingWritten WarningEmployee Suspension & Improvement PlanTermination

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Bennie Bellamy & Alva Branham

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King Lovell & Louise McFate

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Heathfield, S. (2019). Retrieved from, P. (2018). Retrieved from management (n.d.). Retrieved from Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.