However as identified by noe 2015 companies must

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However, as identified by Noe (2015), “companies must think of effective performance management as a process, not an event” (p.299). The first best practice of performance management that CRH could consider would be a more formal review process that occurred on a more frequent basis. Reviewing an employee’s performance once a year can often lead to misunderstandings between employee and manager. Employees need ongoing feedback and communication to better understand expectations from the organization. The second recommendation for improvement would be a “360-degree performance appraisal”. Recently, CRH conducted a 360-degree review for all Director level and above employees. This was a very successful and eye-opening exercise that led to action plans for the leadership team. According to Noe (2015), the 360-degree appraisal is the way “to get as complete an assessment as possible, some organizations combine information from most or all of the possible sources” (p. 314). This evaluation can help eliminate bias in the traditional manager review. Conclusion In conclusion, CRH made a good choice in utilizing the Lawson Performance Management system for their HR needs. It meets the requirements for Joint Commission as well as creates efficiencies for both HR staff and the management team. The formal process for performance management is valuable to the employee and the organization. However, the
BEST PRACTICES IN PERFORMANCE MANAGEMENT 6 concept of performance management being a process and not an event is absolutely the best practice for any organization.
BEST PRACTICES IN PERFORMANCE MANAGEMENT 7 References Columbus Regional Health - Columbus, Georgia. (n.d.). . Retrieved May 14, 2017, from Lawson Performance Management for Healthcare LPMHC. (n.d.). Retrieved May 14,2017, from 20Management%20HC.pdf Lawson software announces Lawson performance management for healthcare. (2006, Oct 04). Business Wire Retrieved from Noe, R., Hollenbeck, Gerhart, Wright. (01/2015). Fundamentals of Human Resource Management, 6th Edition. [Bookshelf Online]. Retrieved from

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