Measuring Performance Collaborative Public †Free Samples

Question: Discuss about the Measuring Performance for Collaborative Public. Answer: Introduction Performance evaluation helps in understanding the quality of services delivered by a system and performance is evaluated of an employee accordingly. Performance management is one of the most important functions of an organisation. The process however comprises of key techniques like direct measurement of performance, analytical tools etc. The key attempt of developing performance management tool is to study and understand if the working set up is in a good condition or not, and if the entire set up needs up-gradation or not. Based on the evaluation the employees are ungraded and trained to enhance overall performance (Aguinis, 2014). In this report Olympus Health group shall be considered and thus focus on evaluation of performance assessment tool in Australia. Improving staff performance in healthcare domain helps in saving human lives and money in a defined way. Irrespective of the size or magnitude of the company performance management tools guide the company towards performance improvement and also attain sustainable result. Adoption of performance management tool therefore aligns people with the mission vision of organisations approaches and also influences financial measures. The performance management tool aligned people with companys mission in a defined way. Some of the key performance management tools as found effective in healthcare domain, are, balanced scorecard, lean, Baldrige and Studer. Each management tool could be implemented separately or in combination to improve overall culture and performance of the health care organisation (Ashdown, 2014). Balanced score card: It has been often mentioned that one should never drive the organisation by looking only through the rear-view mirror and Balanced scorecard supporters hence focus on measuring as well as monitoring performance from both past and present and emphasise on future performances. This is often achieved by identifying companys mission into four equal perspectives of performance and strategy. Implementation of Balanced score card in a company soon impacts on the overall culture. Hence, this approach is very effective in the healthcare domain as it instils a culture of learning and growth in employees (Bratton and Gold, 2017). This strategy also guides employees the employees and help in identifying unique role that is needed in order to serve the mission of the organisation. In short, such an approach when implemented in Olympus health group is likely to improve overall performance, productivity as well as culture. In the system the internal process perspective drives operation in a defined way and hence focuses on organisations mission and strategy and possesses the ability to reduce workload by strategically focusing on mission-driven tasks. Teaching is an important profession in the society. It is a responsibility of an individual to impart knowledge and help students understand and grow in a defined way. As far as the area of education is concerned it is to be mentioned that apt training and management helps in gaining knowledge about the task and hence one could offer services in a proper way. Training nurses also enhanced my knowledge base on ways of effective teaching (Dessler, 2017). As an assessment tool initiator it could be mentioned that having studied here during the course of teaching approaches and ways in which I shall improve knowledge sharing and teach students. I have understood several key characteristics of teaching and even studied specific models on learning. As an aspiring teaching professional, I have gained immense knowledge from the respective course. I have also learnt that in order to teach properly one should adopt specific teaching methods and ensure that students learn information in a proper way. During the course, I learnt several effective methods that should be implemented to teach students and enhance their knowledge in a defined way. I have gained knowledge on effective techniques and characteristics of teaching. Hence the course was helpful and helped me in enhancing my knowledge in a defined manner (Kapucu and Demiroz, 2011). Mistakes are common and students could easily make mistake. As a teacher, it is my responsibility to help students understand their shortcomings and perform in a defined way. I have also gone through cultural and other aspects of society and decided to teach students to enhance knowledge about several aspects of life. I have learnt about techniques and the need for creating an environment for teaching and thus ensure that involving and interactive environment would help in learning in a better way. In this perspective, I would mention that several methods of teaching have been learnt to ensure that students have properly gained the knowledge and they could now explain issues in greater detail (Little, 2007). It is here I have also learnt ways of developing an interest in a topic or subject by implementing specific methods in teaching. Since not every student enjoys every class, it is the responsibility of the teacher to implement specific methods and through innovation involve and up grade students in a defined manner and help them grow as a responsible citizen of the society. Education is an integral aspect of cultured and civilised society. It is the responsibility of a teacher to help children gain knowledge through a proper learning process and grow as a healthy and responsible citizen of the society. Thus, as a responsible individual from the society, I have selected the profession and wished to help children learn and grow in a proper way. . I have hence not only learnt about techniques of teaching but also enhanced my skill and knowledge about ways of knowledge evaluation or else it is difficult to understand how far students have understood the topic or area of discussion. These effective teaching methods approaches have hence helped me immensely and I could now offer the much needed mentoring and coaching sessions (Dessler, 2017). Job analysis: job analysis mainly includes description of the job. In the retail industry it is imperative for an employee to understand the job role in order to perform as per the job demands. Though various organisations in the retail sector have their own standardization, but the job analysis includes certain aspects like identification of the data that is to acquire knowledge regarding the job tile, pay grade, department role and so on. On the other hand, organisational data, job summary and job content are being delivered to the applicant through conducting interviews which is a major part of the staff selection (Olympus Medical Center, 2017). It is another assessment tool which could be implemented to evaluate performance in a defined manner. Health care in Australia generally focuses on improving services towards patients and less on interventions. According to the Australian Public Service Management Advisory Committee (2001) effective performance management includes the following; Thus as per Australian policy makers effective performance management should include goal setting as well as formal performance appraisal tools such as informal feedback throughout the cycle. When managers successfully receive positive feedback both individual as well as organisational performance of Olympus health care improves (Aguinis, 2014). Effective performance management techniques suitable in this situation include application of special approaches, such as periodic performance appraisal is a key performance management component. Appraisal here has aimed at meeting employees work objectives, identifying training needs if any and also gives feedback on individual activities so that the management could plan accordingly for improvement. Formal appraisal session could be implemented for best result, such as; Evaluate the staffs performance strength. This evaluation will help in underpinning weaknesses and also help in addressing key issues or problems associated with services. Focusing on specific areas will help in offering apt guidelines for performance improvement. This approach will further help in boosting an individuals moral as generally if the manager says poor job, inadequate performance this demotivates the performer and impacts on overall performance (Ashdown, 2014). Secondly, the approaches should focus on adopting key ways to improve organisations culture and work environment. Giving respect and identifying ways in which a staffs personality could fit in the organisation would further help in encouraging positively and create a sense of belonging. Thus motivate individual performance. Collect feedback from different sources. Application of 360 degree feedback will help in this perspective. The management will be able to get a broader understanding of employees performance oriented issues if any. Ensure that the individual should have proper knowledge of what is expected from him (Bratton and Gold, 2017). Performance assessment plan is a process of improving individual performance by application of guidance as applied by managers after identifying the issues in existing activities. Hence, before implementing training sessions, it is essential to implement goal setting. Identifying a goal automatically helps in establishing a focused vision and then one could plan growth and improvement as per the goals. Goals help in prioritising activities and hence increase determination. Thus, performance improvement planning becomes more planned and organised with the help of goal setting (Dessler, 2017). Thus goals should, time bound, specific, easily achievable, and motivate staffs to achieve within a time frame. Some other techniques of performance assessment that could be implemented here for improving employee productivity are; Job satisfaction is an important factor in performance management. Satisfaction level impacts on overall performance as it impacts on the psychology of the staff. If the staff is happy and satisfied with the nature of job and also with the salary automatically he performs in a satisfied manner and dedication increases. Thus evaluation of employee job satisfaction level will automatically help in identifying de-motivated staff and encourage towards implementation of effective motivating techniques like training and additional facilities or perks to improve performance in a defined way (Kapucu and Demiroz, 2011). This is another key issue that plays a pivotal role in employee management. When employees are happy with job security they automatically perform without nurturing any tension from uncertainty or threat of becoming jobless. Hence implementing good work environment and offer worker safety and other health care benefits as per the human resource policies of the government will improve employee activities (Maddux, 2006). Conclusion: Thus, it could be underpinned here that adopting a strategic plan will help in improving performance of the Olympus health care in Australia in a significant way. Some of the key performance indicators have been identified so that it could be implemented in order to improve overall performance of the organisation in a defined way. Employee motivation is important in order to improve performance and employee engagement. Hence application of training and other approaches are likely to improve employee performance, increase level of customer satisfaction and this would lead to business enhancement, revenue generation and ensure long term sustainability. References Aguinis, H. (2014).Performance management. Harlow, Essex, GB: Pearson. Ashdown, L. (2014).Performance management. Philadelphia, PA: Kogan Page Ltd. Bratton, J. and Gold, J. (2017).Human resource management. London: Palgrave Macmillan. Dessler, G. (2017).Human resource management. Place of publication not identified: Pearson Education Limited. Hutchinson, S. (n.d.).Performance management. Kapucu, N. and Demiroz, F. (2011). Measuring Performance for Collaborative Public Management Using Network Analysis Methods and Tools.Public Performance Management Review, 34(4), pp.549-579. Little, R. (2007). Using periodic performance reviews as a management tool.Nursing Management (Springhouse), 38(7), p.10. Maddux, R. (2006).Performance management. Boston, Mass.: Course Technology. Mitchell, D. (2007).Performance management. Chandni Chowk, Delhi: Global Media. Mondy, R. and Martocchio, J. (2004).Human resource management. Olympus Medical Center. (2017).About Olympus - Olympus Medical Center. [online] Available at: https://www.olympushealthgroup.com.au/about-olympus/ [Accessed 30 Aug. 2017]. Schwartz, A. (1999).Performance management. Hauppauge, NY: Barron's Educational Series. THORPE, R. (2015).PERFORMANCE MANAGEMENT. [Place of publication not identified]: PALGRAVE MACMILLAN. Torrington, D., Hall, L., Atkinson, C. and Taylor, S. (2009).Human resource management.