HRM 635 Topic 6 Discussion 2: Appraisal Tools and Strategic Goals

 HRM 635 Topic 6 Discussion 2: Appraisal Tools and Strategic Goals

HRM 635 Topic 6 Discussion 2: Appraisal Tools and Strategic Goals

Topic 6 DQ 2

Assessment Description

Explain how the performance appraisal tool used within your respective organizations aligns with the organization’s strategic goals. Discuss how a performance management process relates to employee growth and development within their respective jobs.

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Topic 6 DQ 2: Appraisal Tools and Strategic Goals

Performance appraisal tools are essential for aligning individual performance with organizational strategic goals. These tools ensure that employees work toward the same mission by assessing specific skills and competencies that directly contribute to organizational objectives (Aguinis & Burgi-Tian, 2021). Examples of the focus of appraisal tools in healthcare would include patient outcomes, teamwork, and evidence-based practices that reinforce the organization’s mission to deliver quality care.

The 360-degree feedback system is one tool that supports strategic alignment by collecting inputs from supervisors, peers, and even patients. Such would include a nurse receiving feedback on clinical competencies, communication skills, and professionalism- all very critical to patient safety and satisfaction. This system, as stated by Meghdad et al. (2020), has implications for the comprehensive evaluation of a well-rounded understanding of performance and its connection to organizational goals. This approach identifies both the strengths of employees and areas of growth, thus helping them align better with the organization’s objectives.

Performance management also facilitates employee development in the form of competency gaps and areas of improvement. From insight by Kaliannan et al. (2022), the appraisal outcome for a healthcare organization could be used to provide workplace specialized training to nurses to improve those aspects of technical skills that have emerged through identification as being in need of improvement. In effect, such development enhances individual capability and readies the workforce toward accomplishing long-term strategic junior objectives. The very provision of such opportunities for growth testifies to an organization’s concern for its members and can make a difference in retaining employees and maintaining their engagement.

When designed thoughtfully, performance appraisal tools serve as a bridge between employee performance and organizational strategy. They guide employees in aligning their contributions with the organization’s goals and provide actionable feedback that supports individual and organizational growth. This alignment is crucial for fostering a high-performance culture that benefits all stakeholders.

References

Aguinis, H., & Burgi-Tian, J. (2021). Talent management challenges during COVID-19 and beyond Performance management to the rescue. BRQ Business Research Quarterly, 24(3), 233–240. sagepub. https://doi.org/10.1177/23409444211009528

Kaliannan, M., Darmalinggam, D., Dorasamy, M., & Abraham, M. (2022). Inclusive talent development as a key talent management approach: A systematic literature review. Human Resource Management Review, 33(1), 100926.

Meghdad, R., Nayereh, R., Zahra, S., Houriye, Z., & Reza, N. (2020). Assessment of the performance of nurses based on the 360-degree model and fuzzy multi-criteria decision-making method (FMCDM) and selecting qualified nurses. Heliyon, 6(1), e03257. https://doi.org/10.1016/j.heliyon.2020.e03257