HA 255 Global Qualitative Research Methods Discussion

HA 255 Global Qualitative Research Methods Discussion

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HA 255 Global Qualitative Research Methods Discussion

Purdue University Global

Department

HA

 Discussion Board

Topic 1: Chapter 9: “Case Study – Performance Review”

The performance review program at Valley Urgent Care was developed some years ago and has generally served the organization well. The supervisors took the responsibility to conduct timely, meaningful reviews very seriously. The review process consisted of ratings on the following skills and competencies:

• Customer service
• Clinical abilities
• Communications with patients and fellow employees
• Attendance
• Work attitude

However, the employees and supervisors have commented that the review process lacked relevance and was in need of updating. They indicated that there were not enough evaluation categories to adequately evaluate the complexity and variety of jobs at Valley Urgent Care. Additional categories that were suggested included computer skills, compliance with HIPAA, willingness to take on additional duties, and leadership.

Valley Urgent Care’s administrator agreed that it was time to review the evaluation process and criteria has asked the HR manager to pull together a work team of managers to develop a new process that would be more relevant and meaningful to the organization and employees.

Questions

1. Why would the employees see the current review process as irrelevant?
2. What types of changes should the work team consider in order to improve the process and criteria?

HA255: Human Resources for Healthcare Organizations

CLASSMATE POST #1

The employees of Valley Urgent Care may see the current review process as irrelevant because reviews are sometimes inaccurate, untimely, negative, and gives information that is worthless. The impact of an outdated review process can be negative on motivation and productivity. Using an online platform for the reviews can help employees and management to log in and keep track of feedback and progress all year long. It is convenient and easily accessible. Reviews and check-ins can be done more frequently for example quarterly instead of at the end of the year, that way reviews and feedback would be up-to-date. Emphasize employees’ strengths and how they are an asset to the company, not only the negative. Discuss their goals for months to come (American Management Association, 2020). An effective performance management system should help create a work environment that is effective and that empowers (Flynn, W.J., 2016).

American Management Association (7 January 2020). The dos and don’ts of performance reviews. Retrieved from https://www.amanet.org/articles/the-dos-and-donts-of-performance-reviews/

Flynn, W. J. Healthcare Human Resource Management. [Purdue University Global Bookshelf]. Retrieved from https://purdueuniversityglobal.vitalsource.com/#/books/9781305840669/

Josephine

CLASSMATE POST #2

At Valley Urgent Care the employees, staff, and supervisors all rated the reviews to be out dated and old. Some of the requirements that they have listed are relevant for a performance review however they do not touch on achievements, goals, leadership, growth, or relevant areas to which their jobs require. Below I give a brief way that Valley Urgent Care’s team could improve and the type of criteria they should take in to consideration when updating their performance review’s.

A performance review is an honest evaluation of the employee’s performance, both good and bad. It gives praise of the positives and achievements and expresses the areas they lack that improvements are needed. Most performance reviews consist of 6 key components: communication, collaboration and teamwork, problem-solving, quality and accuracy of work, attendance and dependability, and the ability to accomplish goals and meet deadlines. Before doing a review, as the manager, you should ask yourself, Did the employee satisfy and meet all responsibilities and requirements of their job? Did the employee lack in any areas to which they may need improvements? By doing this you are giving them the positives and listing their negatives to which they may need to improve since the last review. A review is based off all the time from the last review until this review. For instance, you have an employee that had a horrible and off week last week, their review of their performance should not be based off that week it should be based off their overall performance from the past 6 months or a year depending on how often your job gives performances. After that, then base your review off of three key components or points: company-specific competencies, position-specific competencies, and achievement. Within the competencies of the three key points is where the employees skills such as organization, knowledge, attitude, and work ethic will be included. After setting this up I will then lead the review and end the review with a positive. By doing this and ending the review on a positive note lets the employee know that they are valued and worthy they just had a few things too which they could improve and you are encouraging them to improve in those areas.

References

Bradley K. (March 18th, 2018). Sling: 4 Examples of Performance Reviews that Inspire Greatness

https://getsling.com/blog/examples-of-performance-reviews/

Juliette Denny (July 12th,2017). Growth Engineering: 6 Reason’s Why Performance Reviews Don’t Work

https://www.growthengineering.co.uk/annual-performance-reviews-dont-work/

Crystal

HA 255 Global Qualitative Research Methods Discussion

RUBRIC
Excellent Quality 95-100%	Introduction 45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.		Literature Support 91-84  points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.			Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score 50-85%	40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.		83-76  points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.			52-49  points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality 0-45%	37-1 points The background and/or significance are missing. No search history information is provided.		75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.			48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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