1. Human Resource Managament

2. What is an Appraisal Principles? Appraisal principles is when a company looks at a worker and gets confident they are up to pare with the standard they are looking for, for instance; where they are at with excellence of work, amount of work, price and time of work.

3. Appraisal Standards for our Hospital Excellence Amount Price Time

4. Performance Appraisals

5. Barriers to Effective Performance Appraisals Need of justice Need of habitual communication Individuality Need of facts Excess of highlighting on certain incidents

6. Guidelines for Effective Performance Appraisals Conference set up Employment Assessment Your Views

7. UNDERSTANDING ISSUES IN HEALTH CARE SETTINGS One of the most significant matters in the hospital settings is the lacking of certified health care experts. When hospitals are facing a shortage in certified healthcare experts, the output and competence declines. Understanding the aspects that supplies to this lacking is very important. HR representatives have to work collaboratively with executives and employees to support the health care careers and maintain skilled workers.

8. Patton-Fuller Worker Appraisals The following slides are four of our workers both present and past. They have all received some sort of corrective action and have selected to either mend their problems or stick with the work ethic they had when starting with Patton-Fuller. As you will see, 1 out of the 4 was not eager to recover the job being performed thus needing Patton-Fuller Community Hospital to stop employment with the individual.

9. Bennie Bellamy Before corrective actionAfter appraisal Unsuccessful to follow Guidelines Unsuccessful to request for assistance Unsuccessful to accomplish job duties Advanced on following Guidelines Carry out responsibilities on time Fulfills all job responsibilities

10. Alva Branham Before corrective actionAfter appraisal Various nonappearance on initial warning on January 4, 1998. On February 20, 1998, another event was covered concerning the misplacement of a patient’s valuables. At the yearly review in April of 1999, nonappearance had been better and advance in other areas were renowned. No additional corrective action has been recorded.

11. King Lovell Before corrective actionAfter appraisal Non-attendance Impoliteness to others Lack of certification Medicine blunders Refusal to assist fellow workers Continued non-attendance Negative outlook Lack of caring in regards to work Rejection to correct lack of ability

12. Louise McFate Before corrective actionAfter appraisal Initial appraisal went fine with two regions to be addressed. Six month appraisal went well with Louise requiring to go to one expert meeting before her next evaluation. Needle removal abuse No further action concerning the needle discarding. Dressing is at times borderline of improper. At all times on time with informations Still have to be present at a specialized meeting.

13. CHANGES IN HEALTH CARE INDUSTRY CHANGES IN HEALTH CARE INDUSTRY Health Care Industry is continuously varying and in order to be challanging and successful health care experts need to be at all times one step forward. Therefore, the HR Management needs to give guidance and education resources for the workers and patients

14. HUMAN RESOURCE STRUCTURE An managerial construction points out the responsibilities and reporting structure among staffs at different posts in an association. managerial constructions help associations working as unified communal individuals and, thus, helping the association realize and get to its targets

15. policies can go only so far in altering the traditions of an association. Patton-Fuller Community Hospital needs an electronic medicinal accounts system that will be used for different motives. The main rule for EMR implementation is to build adoption compulsory, and put the correct quantity of human resources to become paperless as rapidly as possible.

16. Conclusion Practical structure best go with Patton- Fuller Hospital because the corporation necessitate definite talents and focus on parts of specializations. Structured around medical and managerial functions, the sanatorium separate duties in order to expand the maximum stage of efficiency. Nevertheless, the Patton-Fuller hospital needs an electronic medicinal account system that will be used to enter doctor’s instructions, file patient care, to let different health care providers to communicate, and to support compensation

17. References Berardino, L., Little, B., & Welker, J. (2005). Human resource management issues in healthcare technology. Allied Academies International Conference. Academy of Health Care Management. Proceedings, 2(1), 1. Berardino, L., Little, B., & Welker, J. (2005). Human resource management issues in healthcare technology. Allied Academies International Conference. Academy of Health Care Management. Proceedings, 2(1), 1. Goforth, M. (2010). Internal Recruiting retrieved from http://www.associatedcontent.com/article/5690942/internal_recruiting_cap italize_on_employee_pg2.html?cat=31 http://www.associatedcontent.com/article/5690942/internal_recruiting_cap italize_on_employee_pg2.html?cat=31 Heath, Dianne. ( August 5, 2010 ). What are the Barriers to Effective Performance Appraisals? Retrieved on -------------, from http://www.ehow.com/list_6820034_barriers-effective-performance- appraisals_.html http://www.ehow.com/list_6820034_barriers-effective-performance- appraisals_.html Human Resources 101. (2008). Guidelines for Effective Performance Appraisals. Retrieved on --------, from http://www.hr- esources.com/02/19/guidelines-for-effective-performance-appraisals/http://www.hr- esources.com/02/19/guidelines-for-effective-performance-appraisals/ Organizational Performance Management. Retrieved from http://managementhelp.org/org_perf/org_perf.htm http://managementhelp.org/org_perf/org_perf.htm