Performance Appraisal Of Welton NHS Trust: Essay Analysis And Suggestions.

Problems persisting in Welton NHS Trust

Discuss about the Communications and Computer Knowledge Commensurate.

Managing the employees’ achievement is a prolonged exhaustive process. The systematic evaluation through which the achievement of the employees of any company is judged is known as performance appraisal. This evaluation helps a company to find out the ways where it should improve in order to excel in the market (Girgis, Georgy and Abou-Zeid 2015).. The basic objectives of this system are: to identify the fortitude and deficiency of the employees, to evaluate if a person has scope of improvement or if they should be shirked off, to sustain a record of the salary structure existing in the company, wages paid to the employees and the incentives they has received.

This report will focus on the performance appraisal of the organization named Welton NHS Trust. It is an organization providing health service to the people within the geographical domain of the country (webarchive.nationalarchives.gov.uk 2016). It also performs some pre-specified specialized function The NHS trusts were build under the guidance of National Health Service and Community Care Act of 1990.

Through this report the appraisal system of Welton Trust has been evaluated. There are several methods by which the organization can use its appraisal system on motivate and generate an impact on its employees. The outcome of the appraisal system has been highlighted in this report. Initially the report highlights the different tools through which the performance is evaluated (Zheng et al. 2016). The way in which KSF can be used to improve the company’s performance has also been recognized. It is then followed by the way in which AMO model can be beneficial for the organization. The report has been concluded by seeing if this system can be used to generate HPWS in the system.

Our evaluation shows that Welton NHS Trust has been using appraisal of the last type as discussed in the next part of the report. That is the manager is solely responsible for assessing his team. It has been found that the directorate works with 10 managers from different departments. The mangers are responsible for maintaining a small group of employees (www.weltonsurgery.co.uk 2015). Two important facets have cropped up regarding the appraiser system of the company. In one point the Directorate of Clinical Support finds that there has been problem cropping up in the employers side regarding their managers, specially the manager dealing with the waiting list. On other hand the manager reports that he has efficiently solved the problem and corrected the mistakes made by the clerk working under him. Now the directorate is in great need to restore the balance of the trust by finding some new method of appraisal so that the employee’s agitation does not shootout through the bottle-neck of the trust. Through the next section a brief analysis of the goals and types of appraisal system has been discussed to elucidate the steps that the trust may take up to uplift the existing scenario.

Goals of the Appraisal system

The system which tries to evaluate the performance of the institution conducts their survey with certain pre-fixed goals (Agarwal and Thakur 2013). They are:

• To appraise individual performance: If appraising of individual performance can be done successfully then it will help the company to realize the point where it needs to improve.
• Incentive Structure: By evaluating the performance of the employees it can be understood if at all they are happy with the price that they gets in return to their service. Most of the time it has been observed that some extra benefits always acts as a catalyst. It enhances the performance of the employees. Hence, the goal is to set up an appropriate incentive structure.
• Deciding on shirk-off: The performance of the organization in this report the Welton NHS trust helps the organization to decide on if it is ready to keep its existing staff working in the office or if it wants to shirk off the laid back, under-performing employee.

There is a varied range of existing system by which performance can be evaluated. They are discussed as follows:

 It is the very basic yet easiest way to understand the company’s performance. The constant communication between the employees and the manager of the organization helps in deciding the performance. The manager evaluates the performance of its employees on the basis of some pre-set goals (Rigby and Bilodeau 2015).  

Through this method the capability of an individual to handle the technical sides of the organization is evaluated. Say for e.g.: A receptionist’s ability to efficiently operate the computer and provide correct information to the clients can be taken as his technical skills.

This particular type of appraisal is a bit complicated. Through this process the reviews of all the co-employees are taken into consideration while accessing the performance of an individual (Gupta 2013). The feedbacks are scrutinized by the managers and then the appraisal is decided.

The employee himself has been bestowed with the duty to evaluate his performance. The manager later on tallies his observation with his employee’s self assessed report and informs the same about any discrepancies of the same (Songstad 2012).

This is one of the technically best way as well as time saving way of evaluating the worker’s performance. After each individual project, the employee gets marked according to his performance. Hence, at the end of the year an employee gets evaluated by the average of his performance in different projects. This average score helps the manager to find out the flaws of the employees. Project evaluation method also highlights the consistent performer of the economy.

Manager has been bestowed the crucial job of coordinating with his team and with the clientele. He needs to satisfy the later without disrupting the balance between the former one. The manager takes feedback from his client and the team members in deciding upon the employee’s performance.

Often it has been seen that this technique has negative effects that surpasses the positivity of the technique. Usually there is a tendency of the managers getting biased towards some particular employee whereas against some others (Bernardin and Wiatrowski 2013). Also it has often been noticed that the managers try to shade their faults by highlighting some issues of the employees under him. There is another problem faced while using this technique. The employee often feels that their boss and managers has been trying to unnecessarily intervene in their works. At the same time the managers may remain too busy with other works. Hence, there is a need to change the existing system of appraisal to improve the scenario. The next section deals with the way how proper skill generation can help the trust in upgrading their existing performance scenario.

Types of Appraisal system

Skills and knowledge are two most important attributes that are essential for working in any field. Knowledge about any subject implies having an in-depth understanding in that subject. The term skill on other hand implies the ability to use the biblical knowhow into practical field to solve any problem.(Certo 2015). As seen in our analysis that Welton NHS Trust has been facing some issues within the group under their waiting list manager. It has been observed that the employee dealing with data-entry has made some mistakes in his dealings in spite of being experienced in that genre. It is important for any company to hire people with proper knowledge about the profession in which they are appointed. At the same time it is the duty of the company to train their employees on different skills that they may need while carrying on their task. Here in this part the different types of skill that any employee must acquire to enhance their performance are discussed. The skills can be broadly categorized under 4 groups. They are:

Inter-personal skills: Inter-personal skill deals with people’s ability to communicate with the other co-employees and consist of three sub-skills namely, leadership skills, relationship skills and skills of delegating and helping others (Armstrong and Taylor 2014). 

Information management: The training of gathering proper information, correlating them with one another and analyzing them to yield fruitful outcomes falls under this domain.

Analytic skills: This skill helps people to have an in-depth knowledge planning, analyzing quantitative data and using technology to manipulate large pool of data.

Action skills: The fourth and the last kind of skill that requires setting goal and entrepreneurial quality is known as the action skills

Through our analysis as it has been seen that there’s an interactive issue amongst the new manger and the team, hence, few skills can be suggested that may help them to improve the situation.  The team of dealing with data-entry should be given some knowledge about recent the technical know-how of using the computer efficiently (Dowding 2013). Aged clerks may not be well accustomed with operating the machine and therefore may require training in it. At the same time some session where inter-personal skill can be brushed will be helpful for the company.  As already mentioned above there has been some growing agitation amongst the employees on the manager. The company needs to seriously curb this problem to ensure future smooth functioning in their system. Hence, the inter-personal skill can be beneficial for the company in dealing with this problem and helping the manager to understand their fault as well as binding the employees and managers in a closer professional relationship.

Problems of the Used Appraisal Technique

The AMO model is an acronym of three parts. They are:

A:  A stands for ability. It means the things that company is able to increase the ability of production of its employees (Wang et al. 2014).

 M: Motivation, it implies the things that the company does to motivate the employees and

 O: It stands for Opportunity, that the company has been providing its employees to help them perform better.

Presence of all three components of AMO ensures the company to have enhanced performance (Wang 2014). By implementing this model, Welton NHS Trust can ensure to see a high performance work system of their company. At the initial level, prior to hiring an employee, the recruitment team should scrutinize if the interviewee has proper skills and knowledge that the job demands. Post recruitment, the company should provide proper guidance to the employee to learn and use development tools. Even if some employee has knowledge about the required tools then also they must start from the scratch and go through the entire training. This should be made mandatory as each individual company has certain unique guidelines which need to be understood at the beginning of the job. High-Performance Work System can be ensured only when the employees are properly motivated to do their job (Ogbonnaya et al. 2016). It can only be done if they receive proper appraisal from their managers.

The company can try out the appraisal system dealing with project evaluation. It can give its employees certain grades after each complete project that they do. At the end of the year the managers may then be asked to provide the report for his team’s performance project wise. The employee qualifying some pre-set targets in their project related performance should be provided with incentives in the form of appraisal. The appraisal can be monetary benefit, promotions or some other benefits that induces the workers to work harder the next time (Kehoe and Wright 2013). There is some drawbacks that the company may face in this system like, the managers may not be willing to give proper grades. To create a high-performance work system, the Welton NHS Trust should also ensure that the evaluation report is cross-checked and verified by other team managers before handing it to the Directorate.

Conclusion:

The report presented above has been a miniscule of the complex system of Appraisal Management of a company. To wrap up the report, it can be connoted that several tools are available which can be used to evaluate the performance system. Each individual tool has its own perk and flaws. The effectiveness of the method can truly be recognized only after implementation of the same. It can definitely be concluded that the company can prosper with proper development and implementation of skills after imparting the correct knowledge via AMO model. 

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