Case study: As Mr. Mark Smith sat at his desk, he pondered

Case study: As Mr. Mark Smith sat at his desk, he pondered his next… Case study:As Mr. Mark Smith sat at his desk, he pondered his next move. Financial distress plagued Metro Health, a private nonprofit community health system, located in Port of Spain, Trinidad. The company was losing money, there were high turnover rates among nurses, and overall employee morale was poor.Under the leadership of Mr. Smith, a new strategic plan was developed which included increasing efficiencies of operations and improving employee satisfaction and performance. As part of its turnaround, the performance management system was reviewed and revised.Performance Management at Metro HealthPerformance management is part of Metro Health’s annual planning, business strategy, financial and operations processes through collaboration between HR, finance, strategic planning, and operations departments. This ensures that the performance management process supports Metro Health to meet its strategic business goals and that employees engage in behaviors that promote the achievement of these goals. The performance appraisal evaluates employees on annual objectives and behaviors related to the Metro Health core values (respect, quality, and efficiency). The performance management process is aligned for all employees in the organization including board and senior executive management and staff employees. Also, Metro Health performance management process encourages managers and employees to work together in evaluating performance, setting measurable goals, identifying areas for performance improvement, and recognizing excellent performance.Automation of Performance EvaluationHR introduced an automated, online performance evaluation that simplified the performance management process. Managers can more easily track employee performance strengths and weaknesses and ensure performance appraisals are valid by linking them to the job description. The online system makes it easier for managers to set personal, employee, and department goals that are linked to functional and organizational goals (a process known as “cascading” goal setting). Also, the online performance management system helps managers review and track their own, their employees’, and the department’s progress in reaching performance goals.VictoryOne of the most important uses for performance management systems is to help motivate and reward employees for effective performance. Metro Health uses its performance management system to help determine pay increases and reward bonuses. Employees can receive annual pay increases up to 5% based on their performance appraisals. Metro Health also has a gainsharing program called Victory which helps motivate and reward teamwork. Gainsharing programs such as Victory are designed to reward outstanding patient care and employee contributions toward financial performance based on the overall performance of their department or business unit. Employees only receive rewards if department or business unit goals and objectives are met or exceeded. Rewards are calculated using formulas that include a combination of patient satisfaction scores and financial objectives.Support for ManagersFurther, employees received effective and timely performance feedback from their managers on a day-to- day basis as well as during the formal annual performance review. In addition, managers understand how to set goals that link employee performance to department and business goals. To facilitate effective performance management, Metro Health managers receive extensive performance management education and training. Also, managers’ performance evaluation includes leadership competencies such as character, relationships, change, and results which help hold them accountable for evaluating and developing employees.Question Critically analyze the performance management system implemented by Metro Health. Do you think it is effective? Justify your response.Business Management Human Resource Management MGMT 3017

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