Many nursing experts believe that evaluation is the most crucial part of employee development. Debate the pros and cons of this statement and decide whether the statement is true. If it is not true, then what constitutes the most important part of employee development? Evaluation can be crucial part of employee development, it let employee know where they are currently and where they can improve and it outlines what is expected. This can give a sense of purpose. Some of the cons are they that if they are not done appropriately or too generalized it can make the employee feel lost an unfulfilled. You can make it so the goals are basically unachievable giving a sense of powerlessness. I don’t believe this statement is completely true, I believe …show more content…
Discuss the process and pitfalls. Should current staff be involved in the process? Per Yoder-Weiss, the process of staff selection is getting the most qualified person for the position that fits into the organization; someone with similar values and skill set to do the job. Hiring the right person is critical for success one of the pitfalls in staff selection is selecting the wrong person and be expensive and affect the team negatively. Allowing staff to take part in the selection process not only helps with selecting someone who will fit in but also show that their opinion is valued. (p. …show more content…
(Yoder-Wise, 2015) During the process of planning you need to assess your internal and external environment, identify any opportunities and threats. Then you want to create your plan and identify your goals and objectives, implement the plan and lastly you evaluate and make any necessary changes. In strategic marketing, you want to identify your target market and research it. When planning you identify your strategies and objectives you identify what services you will provide and at what cost an how you’re going to market your plan. You can evaluate by getting feedback from consumers through different
After you have identified your goals, you need to prioritize, evaluate, and organize the combination of specific marketing strategies and tactics that will be best suited for you to use in pursuing your goals. Strategies are the ideas and approaches that are developed to achieve the goals. A well-constructed marketing plan is a perfect illustration of a whole that is greater than the sum of its parts. Marketing strategy includes all basic, short-term, and long-term activities in the field of
There is a purpose in doing performance evaluations, in which it helps management make general human resource decisions. Performance evaluations provide input to help make important decisions such as promotions, transfers and even terminations. Also, could help to identify training and developments they need, as well help develop programs and providing feedback to employees on how they performed on their review. Performance evaluation can help to see who will get merit pay increases and other rewards.
Strategic Planning is looking at where you are now, knowing where you want to be in the future and planning the steps to get you there.
Planning is concerned with the future impact of today’s decision. (Erven, n.d.) Planning, as a basic definition, is setting objectives, analyzing dependencies and scheduling activities and resources to ensure that objectives are met. It is an ongoing process of developing the business’ mission and objectives and determining how they will be accomplished. Planning includes both the broadest view of the organization, e.g., its mission, and the narrowest, e.g., a tactic for accomplishing a specific goal. Planning is the essential function from which the other three functions of management stem.
Fuqua and Kurpius (1993), defines strategic planning as a model that facilitates change and development within the organization. When compared to other processes of planning, the strategic planning model has been distinguished by Fuqua and Kurpius (1993) as: focussing more on the process than the product; making use of visions that can be easily distinguished from the steps that need to be taken in order to achieve those visions; placing an emphasis on the involvement of all possible stakeholders; characterizing change as a meaningful force not merely as barrier; being, fluid, long term and perceptive and being dedicated to the future survival of individuals that take part in the process of planning.
A strategic planning is a backbone for support the process strategic management. It is also main process in handling the strategic management. Various definition about strategy but generally involves setting the goals and others. Any organization must look at to strategy planning for achieve their vision, mission, values and core strategy. In today, an organization must face many challenges for success in their goals and objectives. They must think carefully for making decision if they want high effectively in the organization. The strategic planner always thinks outside the box for make their organization become success. This strategic planning process affected the effectiveness of organizational. Thompson and Strickland (1989) add that galvanizing
The first major area of strategic planning is development of a marketing strategy. In the business world, marketing tends to be a means to an end. Marketing entails directly connecting to the c...
Planning is the stage that involves the marketing plan of sales forecasting, financial planning, and communications strategy to access how the company is going to achieve its strategic goals in the future.
Strategic planning is the continuous and systematic process of guiding members of an organization to make decisions about its future, develop the necessary procedures and operations to achieve that future, and determine how success will be achieved.
Training and development are important factors to the success of any organization. Each employee is a valuable asset that can either add to the success a company or contribute to its failure. Training supports and makes possible the development of new skills and knowledge. Offering training for employees at various levels within an organization assist employees develop the necessary skills and proficiency to be successful in their careers as well as prepare for new responsibilities.
A marketing plan helps to focus your company on the vital activity of growing the business. It provides the framework on which to build new
Staff development is a practice that is directed towards the professional and personal growth of a group or personnel after their employment by a healthcare agency. It involves education and training undertaken by the employer or professionals to improve skills, knowledge and employment attitudes (Jones, Benbow & Gidman, 2014). Most hospital-based staff-development specialists have an MSN degree, although some employers accept those with BSN credentials (Dorin Michelle, 2010). The National Nursing staff Development Organization (NNSDO) is one of the many organizations that foster the development of this profession by providing a forum to discuss topics and make decisions.
...agreed upon evaluation system and build a standardized scale for organization wide evaluations. The behaviorally anchored rating scales could also be used by other departments for job and/or departmental specific evaluation criteria. The evaluations system could be updated to use the 360 degree approach so that employee evaluations could be performed by multiple people. This approach would give a better overall view of the employee performance while also increasing the likelihood that the employee will accept the evaluation. Employee evaluations are an important part of growth within an organization. Therefore the evaluation should be as beneficial and informative to everyone involved as possible. That creates an environment to foster employee growth while maintaining standards for everyone involved on the process, leading to happier, healthier working environment.
Employee performance management is the process for establishing a shared workplace understanding of what is to be achieved at an organisational level. Employee Performance Measurement is the actual measurement of the performance of an individual or a group. It consists of Performance measurement and Performance appraisal which is the process by which an employee is evaluated by his/her work behaviours by measurement and comparison with previous established standards, documented results, and communication of results with employee.[1] An organisation’s performance management system plays an important role in determining the overall effectiveness of the workplace. The key elements of an effective performance management system consists of the timing and frequency of evaluations, determination of who appraises whom, measurement procedures, storage & distribution of information, and recording materials.[1] Performance measurement have been around for many years, and has been an essential part of an organization to determine the amount of wage an employee receives according to their work performance. It was used to drive specific behaviours from employees to obtain specific outcomes for the organisation.[2] So what would we do with the results from measuring employee performance? What does the organisation benefit from this? What is the sole purpose? Managers of organisations use this information to evaluate, control, budget, motivate, promote, celebrate, learn and improve. However the ultimate purpose, in which the above elem...
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)