Aligning Strategic Goals to People Development at Atrium Health Discussion

Introduction

Performance appraisals are one of the essential practices for organizations that are interested in matching personal and organizational goals. Thus, an effective performance appraisal system not only improves the performance of the employees in midsize organizations like Atrium Health Wake Forest Baptist Health but also contributes to the organization’s success (Atmaja et al., 2022). In this case, as a consultant, it is critical to assess the existing system, analyze its strengths and weaknesses, and recommend subsequent changes for the performance appraisal system that would be more appropriate to support the company’s strategic direction. The following paper analyzes the current performance appraisal system at Atrium Health Wake Forest Baptist Health, determines the need for change, and introduces a new appraisal method and tool that would suit this organization. Aligning Strategic Goals to People Development at Atrium Health Discussion

Current Performance Appraisal System

The present study aims to investigate the performance appraisal system of Atrium Health Wake Forest Baptist Health, which, at the moment, incorporates both the numerical and non-numerical approaches to evaluate and control the employees’ performance. The organization employs a consistent assessment form with quantitative performance parameters like production rates, patient satisfaction, and health and safety standards compliance. These quantitative assessments help determine the performance of the employees tangibly so that the organization can then assess and monitor the KPIs pertinent to the organization’s strategic direction.

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However, the appraisal system also includes qualitative components, such as peer review, self-assessments, and assessments made by managers. This organization provides a complete picture of the employee’s performance, including quantitative results and qualitative aspects like teamwork, communication skills, and leadership abilities. Quantitative and qualitative evaluations are critical to ensure that employees being assessed are fairly and comprehensively evaluated. Aligning Strategic Goals to People Development at Atrium Health Discussion

Another practice at Atrium Health Wake Forest Baptist Health is the performance appraisal done twice a year. In these appraisals, managers sit down with the subordinates to address their performance, the strengths and weaknesses observed, and the future career plans of the subordinates. Besides giving constructive feedback, this practice also helps align the personal performance goals of workers with the organization’s planned objectives. The performance appraisal system’s communication is done through different means, such as employee handbooks, company newsletters, and training sessions (Abboud, 2021). These measures ensure that all the workers understand the standards and the expectations during the appraisal process, creating trust in the system.

Necessary Changes to Improve the Performance Appraisal Process

Although the current performance appraisal system used in Atrium Health Wake Forest Baptist Health is relatively functional and robust in several ways, there is always room for improvement that serves the interests of the employees and the organization. There is one central area that should be further developed, namely the introduction of a more flexible and ongoing feedback system. At the moment, the bi-annual reviews, though efficient, may give more timely feedback than is required for the employees to effect immediate changes. However, in the current working world, getting formal feedback may take up to six months, and this may lead to a lot of losses because the individuals may need help correcting their mistakes as they may have been promoted to other positions. Aligning Strategic Goals to People Development at Atrium Health Discussion

The absence of such a system would be rectified by the proposed continuous feedback system, which would offer the employees informal feedback from their supervisors at different times of the year. This approach would enable the managers to correct poor performance when it occurs and equally reward good performance, helping motivate the employees. An example of such a shift could be implementing an online tool where employees and managers can monitor the progress, set the desired objectives, and share feedback instantly. It also serves as a system of giving and receiving feedback apart from incorporating a record of constant performance conversations to refer to during the appraisal.

Proposed Performance Appraisal Tool and Interview Method

Therefore, to improve the performance appraisal process in Atrium Health Wake Forest Baptist Health, the organization should consider using a 360-degree feedback tool. This tool collects information from colleagues and reports to lower-ranking officials, subordinates, and, in the case of an employee in a healthcare setting, patients and the immediate manager. A healthcare organization is one of the areas where a 360-degree feedback tool is most suitable because it is vital to consider multiple opinions regarding an employee’s performance. For instance, patient outcomes and other stakeholders may rate a nurse’s performance in addition to the immediate manager. This approach is more realistic and gives a broader perspective of the employee’s abilities and weaknesses. Aligning Strategic Goals to People Development at Atrium Health Discussion

The first advantage of a 360-degree feedback tool is that it minimizes prejudice and offers a better view of an employee’s performance. This means that when information is collected from several sources, the organization will likely have a more wide-ranging interpretation of a worker’s performance, particularly in a highly team-oriented industry such as healthcare. Also, the process of 360-degree feedback contributes to creating an organizational culture that encourages the constant improvement of employees, as they are motivated to get input from different sources and apply it to their work.

Recommendations for Company Leadership

For the performance appraisal system of Atrium Health Wake Forest Baptist Health to be fair and realistic and support professional growth, the organization’s leadership should implement the following recommendations. First, using a dual appraisal system, which includes regular feedback and appraisal, the 360-degree feedback tool, and the more traditional annual appraisals, would lead to better employee performance evaluation (Mishra, 2022). This system provides timely feedback, evaluates the employees from different angles, and allows for discussing more detailed performance during formal performance appraisals. The organization can establish a fair and efficient performance appraisal system when these elements are incorporated.

Also, it becomes necessary to invest in training and development as a component of the new appraisal system. The training activities should be aimed at helping the employees and managers and cover areas like communication, how to give feedback, and setting achievable goals (Dachner et al., 2022). Thus, the organization can promote the culture of performance management and development of the staff by providing managers with the tools for conducting effective performance appraisal and by explaining to the employees how feedback can be used to enhance their performance. Furthermore, employee education is another factor that can improve their skills and knowledge, enabling them to grow in their careers and thus relating their self-improvement to the company’s strategic plan. Aligning Strategic Goals to People Development at Atrium Health Discussion

Conclusion

The performance appraisal system at Atrium Health Wake Forest Baptist Health is an essential component of the management of the employees within the organization and the achievement of the firm’s strategic goals. However, to meet the dynamic needs of the workforce and the healthcare industry, the organization needs to contemplate the introduction of continuous feedback systems, the use of a 360-degree feedback tool, and training and development (Cheng & Wu, 2020). In this way, Atrium Health Wake Forest Baptist Health can be sure that its performance appraisal system motivates the employees and positively impacts the organization.

References

Abboud, S. (2021). The impact of 360 degrees performance appraisals on employee retention. The EUrASEANs: journal on global socio-economic dynamics, (3 (28)), 37-49. https://euraseans.com/index.php/journal/article/view/249

Atmaja, D. S., Fachrurazi, F., Abdullah, A., Fauziah, F., Zaroni, A. N., & Yusuf, M. (2022). Actualization of performance management models for the development of human resources quality, economic potential, and financial governance policy in Indonesia ministry of education. https://digilib.iainptk.ac.id/xmlui/bitstream/handle/123456789/3082/Turnitin_Actualization.pdf Aligning Strategic Goals to People Development at Atrium Health Discussion

Cheng, T. F., & Wu, H. C. (2020). A follow-up study on vocational high school principals’ opinions about 360 degree evaluation feedback and their leadership effectiveness and behavior change. Asia Pacific Education Review, 21(1), 65-81. https://link.springer.com/article/10.1007/s12564-019-09608-x

Dachner, A. M., Ellingson, J. E., Noe, R. A., & Saxton, B. M. (2021). The future of employee development. Human Resource Management Review, 31(2), 100732. https://www.sciencedirect.com/science/article/pii/S1053482219301500

Mishra, S. (2022). The new essence in performance management system: A focus on 720 degree performance appraisal. International Journal of Multidisciplinary Research & Growth, 3(02), 228-236. https://www.allmultidisciplinaryjournal.com/uploads/archives/625527FA812E51649747962.pdf

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As a consultant, you have been asked to evaluate the current system and propose changes. In 1,000-1,250 words, address the following:

Explain how the organization uses the performance appraisal assessment to manage employee performance, its current performance appraisal tool and quantitative and qualitative components, and how the organization has communicated and implemented its practices. Include at least one example of current practices for support.
Determine what changes are necessary to improve the performance appraisal processes, including at least one example of the change for support.
Consider a new performance appraisal tool that would benefit this company and an effective method for conducting a performance appraisal interview. Describe the benefits of using this proposed appraisal tool and appraisal interview during the performance evaluation process. Aligning Strategic Goals to People Development at Atrium Health Discussion
Suggest a minimum of two recommendations for consideration by the company leadership that would meet the performance appraisal expectations of fair and realistic criterion, and professional development and motivation of the employees.
Cite and reference a minimum of five scholarly sources. Aligning Strategic Goals to People Development at Atrium Health Discussion