PERFORMANCE MANAGEMENT AND TRAINING
Best Practices in Performance Management
Regional Health (CHH) is a private, non-profit healthcare organization with
approximately 3,000 employees.
CHH offers opportunity for professional growth and personal
satisfaction in a challenging, yet rewarding environment in which the patient comes first
(Chesnut hill Regional Health, n.d.).
Columbus Regional utilizes the Lawson Performance
Management System for employee rating employee performance. This paper will describe the
performance management system for CHH, the formal and informal feedback process, and best
practice recommendations to improve the overall performance management for the organization.
What is the performance management system for CHH?
Chesnut Regional Health utilizes the Lawson Performance Management System for job
descriptions and annual employee performance reviews.
The Lawson system “delivers a
comprehensive and efficient way for healthcare organizations to meet Joint Commission on
Accreditation of Healthcare Organizations (JCAHO) Human Resources standards and maintain
accreditation” (LPMHC, n.d.).
According to LPMHC (n.d.), Lawson Performance Management
for Healthcare (LPMHC) addresses the unique needs of healthcare organizations by helping
simplify compliance with JCAHO HR standards and making the JCAHO audit process easier.
This system provides a method that allows human resources (HR) to focus on hiring and
retention of employees instead of spending time with a more paper-based process.
According to Lawson (2006), HR staff and managers can easily generate real-time
reports on compliance, outstanding evaluations, and more, pinpointing the issues that require
their immediate attention.
The system allows the management team and HR the ability to create
job descriptions that incorporate the organization’s behavioral standards as well as job standards.
The behavioral standards are based on the organizations values.
The values are “ACE IT”