Design & defend an optimal performance appraisal system for a position Research Paper

Design & defend an optimal action estimate establishment for a put you aspire to hold (medical executive program) - Research Paper ExampleThe typical methodology geared to dealing with performance appraisal systems relies on using a generalized approach where one performance appraisal system is used for a number of different hierarchical positions in an organization (Cascio, 2013). However, it would only make find to design a performance appraisal system that is attuned to the needs of a particular position organism appraised. This paper attempts to design an optimal performance appraisal system for the position of a medical supervisory program based on current research findings. Description of Position The performance appraisal system under design is for the position of a medical supervisor. Essenti completelyy the position requires a large amount of day-to-day interaction with patients as well as members of staff and occasionally contact with members of regulatory agencies. Additionally, the medical supervisor represents a senior position at any medical institution and is prudent for overseeing the training and attainment development of his subordinates. The medical supervisor needs to keep tabs on the budgeting of resources and scheduling of staff members to ensure uninterrupted medical service to patients. The multifaceted nature of the job of a medical supervisor means that the officer medical supervisor needs to be ready on all fronts to deliver in recount to be relevant to the organizations overall objectives. Proposed Optimal Appraisal Performance System The proposed appraisal performance system for the position of a medical supervisor is divided into sections based on the study responsibilities for the position. The responsibilities are segregated through broad overviews since the current paper is not intended to dissect all of the responsibilities in complete detail. The primary responsibility of a medical supervisor is to the patients u nder treatment. Patients can be seen as the customers for any medical system so delivering to the customers is of the utmost importance. The medical supervisor is supported by his staff at various levels and positions in order to service the patients so dealing with staff is a secondary responsibility to ensure satisfactory service provision at least. Moreover, the medical supervisor is responsible to his immediate superiors and members of regulatory agencies such as the American Medical Association (AMA) who require consistent feedback for ceaseless performance assessment. Performance Appraisal for Patients The basic contention cigaret performance appraisals is to provide employees with feedback regarding their performance (Broady-Preston & Steel, 2002). In the case of medical institutions, the customers are patients under treatment. Performance appraisal needs to emanate from patients and their relatives who judge the smell of services being delivered by a medical supervisor. E ssentially such a grass grow level performance appraisal system bases itself on the 360 degrees appraisal system proposed by Milliman (1994). The idea behind such an appraisal system is to ensure that all people interacting with an employee especially customers provide their effective feedback in relation to the employees attitude and behavior (Cascio, 2013). This provides the medical supervisor with a more goal lie performance appraisal system that encourages a quantitative method to evaluate job