An appraisal system should be chosen based on the needs and objectives of the organisation. A proper analysis should be done prior to choosing any appraisal system. Organisations are continually looking for approaches to get their representatives to feel aroused and perform with most extreme energy and eagerness. For that reason, they are receiving sure evaluation framework so as to enhance the hierarchical and workers' execution.A legitimate examination ought to be done earlier picking any evaluation framework. In this report, the IPRP examination framework will be basically investigated, wherein the points of interest and impediments will be discussed. Likewise, the IPRP plot has certain hindrances that influence its viability that will likewise be talked about in here alongside a few suggestions. Furthermore, a concise exchange on gathering related examination framework will likewise be represented. There are a few recommendations that are additionally given in this report.
Organisations are always seeking ways to get their employees to feel motivated and perform with utmost zeal and enthusiasm. For that purpose, they are adopting certain appraisal system in order to improve the organisational and employees' performance. An appraisal system should be chosen based on the needs and objectives of the organisation. A proper analysis should be done prior to choosing any appraisal system. In this report, the IPRP appraisal system will be critically analysed, wherein the advantages and disadvantages will be talked about. In addition to this, the IPRP scheme has certain barriers that affect its effectiveness that will also be discussed here along with some recommendations. In addition to this, a brief discussion on group-related appraisal system will also be illustrated. There are some attachments that are also provided in this document based on the case study provided.
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Performance appraisal is a sort of formal system that aims at evaluating and reviewing the evaluation of employees working individually or as a part of a team. The top-managers consider performance appraisal as a fundamental to the performance management. Individual Performance Related Pay (IPRP) is one of the widely used performance appraisal systems that is based on financial rewards to the workers whose performance meets the set organisational standards. In simple words, this is the method, wherein the organisation link the progression of monthly salary based on the assessment of individual performance (Bernardin and Wiatrowski, 2013). This system is widely accepted in those organisation where the performance of the employees cannot be monitored based on the accomplishment of target or output. As per the given case study of Wellton Hospital, the employees are demotivated by their work and the manager's approach. If the manager's approach is linked to the monetary reward, then this would help in encouraging staff members to give quality services and performance, thereby improving the organisational performance.
According to Sarkarand Sarkar, (2016), the objectives of the IPRP should be made clear to each and every staff member and it should be specific. The attributes of the appraisal system should match with the job description of the employee while evaluating the performance. For instance, in Wellton Hospital, every care employee needs to collect the data regarding every patient in order to carry out treatment and provide healthcare facilities. Based on the quality of services provided by the employees will help the management to analyse their performance.
Performance appraisal system has many uses for the organisation:-
Effective Appraisal System
The major qualities of effective appraisal design include:-
Ineffective Appraisal Design
The characteristics of High-Performance working environment has been defined below:-
Advantages of the IPRP Appraisal System
Based on the IPRP appraisal systems, the manager of Wellton Hospital can be able to set goals and define objectives for the staff members and the team that will assist in improving the productivity of individuals and organisation. It will motivate the employees to hone their existing skills in order to prove the management that they are valuable and this would help them in getting a promotion. For instance, if the manager formulates an organisational goal that every staff member will be analysed based on the quality of services provided by them to the patients as per the proposed way, then this would motivate them to work hard for the incentives. This would help in establishing a well-organised and well-controlled workplace system. It is also very useful in identifying the individual with poor performance and organisation can also determine the communication gap. The advantages of the IPRP system is that it increases the satisfaction of workers from their work and organisation. It increases the employee retention rate and such highly motivated employees are easy to administer and control (Peretz and Fried, 2012). This would ultimately lead to improvement of organisational productivity. Furthermore, it would help Wellton Hospital to establish a performance-based increment culture and motivates new joiners to achieve the organisational goals for incentives.
Disadvantages of IPRP Appraisal System
One issue that is often related to the IPRP is lack of transparency in providing the incentives to the employees. This severely affects the morale of the workers and demotivates them toward their work. It has also been noticed that incentives are often given based on the quantity of work carried out by an employee. This makes them work on their output quantity and that result in a decrease in the quality of work and services they provide to the patient. The incentive plans are based on the organisational goals that might conflict the individual’s goals. This would demotivate him/her (Armstrong, et.al, 2014). Such incentive plans cannot be effective in an organisation where the work is carried out by the team as the incentives come for the whole team. In addition to this, the performance-based incentives increase the workload on the manager as they need to gather and record the performance related data of employees. In addition to this, the organisation might face problem in deciding the equal pay policies for the Wellton Hospital. IPRP system would help in paying the employees as per the performance of the employees based on quantity but demotivates those who focus on quality (Child, 2015).
Barriers to the Implementation of the IPRP System
The manager should back the plans for the incentives with some well-structured and sound strategy. It should be aligned with the organisational goals and strategy in order to become effective. In addition to this, it should also ensure that the goals of the reward system should sync with business objectives (Akhter, et.al, 2016). In order to bring more transparency in the appraisal system, the organisation should spell out the parameters that would be considered in the evaluation of the performance. Employees once understand the criteria, they will focus on those parameters (Alonso-Alonso, et.al, 2015). It is very important for the organisation to incentivise the right behaviour. Not only with the increment in pay, but can organisation also reward them with gifts or promotion. The last but not the least, it is advised to the Wellton Hospital to make use of mix strategy for incentives instead of just one. As this is already discussed that there are three types of such programs, namely individual incentive programs, organisation-based program, and team-based incentives programs.
The overall discussion was done on IPRP system that could be implemented in the Wellton Hospital. From the above examination, it is been viewed as that reward and incentives inspire and urge the staff to meet the standards. The report has given the data about the IPRP for enhancing the execution of staff and keeps up the focused workplace. Moreover, it has examined the issues that are impacting the structure and execution of IPRP. In the following part, the report has given brief data about execution examination and basic assessment of segments of elite work framework.
· What are the key elements you want to cover in the discussion? (consider the 7 steps video)
· Think about what order you will do things and how much time you want to spend on each part
Adaptability, motivation, attendance, communication, creativity, customer focus, initiative, mistakes, etc.
The order will be employee’s feedback, performance review, interview, and final discussion with the management. This would be done within a month giving 7 days to each task.
· How will you prepare a relaxed environment and build rapport with the waiting list manager?
· How will you get them involved and talking?
The best way is to develop a channel of communication with the waiting list manager and keep asking them about the issues and challenges they are facing.
The involvement will increase by some informal talks about oneself and how they are feeling after becoming the waiting list manager.
· What objectives will you review during the interview?
· What evidence do you want to introduce in relation to these?
The managerial skills and the customer dealing practices will be the two main objectives.
Customer feedback and customer satisfaction. Employee feedback and employee satisfaction
· What questions do you need to cover during the interview?
· What do you want to ask the waiting list manager about?
The question would be regarding employees’ behaviour, emergency situation, angry customer management, and many others.
How would you handle the employee that has made a mistake?
How would you communicate management policies to the employees?
How would you handle an emergency?
· What are the key feedback points you want to provide?
· Where has the waiting list manager done well and where do they need to develop further?
Empathetic towards the employee, problem-solving attitude, and motivating approach.
Overall management is good but the team environment is very demotivating. Employees are not very happy by the manager’s approach.
· What sort of objectives do you want to agree with the waiting list manager?
The objectives of getting the employees feel motivated by a reward system.
· What sort of support do you think the waiting list manager will require?
The guidance from senior management and training is required.
· What are the key points you want to cover at the end of the discussion?
The conversation would be ended by asking the future endeavors and current management proposals.
· How well was a relationship established?
· How was it done?
· What was the climate like?
· How relaxed was the meeting?
Not very successful. It is moderate.
A meeting was held with the manager
The team environment was a bit demoralised.
The meeting was casual and go very well.
· Did they use an appropriate mix of question styles
· Did they use open questions to get the appraisee talking
· Did they ask the employee how they thought they had been performing?
· Did they use closed questions to clarify information where appropriate
· Did they use the funnel technique
· Did they probe for further information where appropriate
Yes, the questions were asked focusing on all the areas.
Yes, they use open questions as well.
Yes, employee feedback was taken.
Yes, they asked closed questions.
· Did they demonstrate active listening skills
· Did they demonstrate positive body language
· Did they allow the speaker to finish
· Did they leave appropriate silences
· Did they ‘reflect back’ the appraisees comments
· Did they clarify details and check their understanding
Yes, they do.
· Did they base the feedback on facts/observations
· Do they gain agreement with the appraisee about how well they performed
· Did they identify areas of strength
· Did they describe development areas confidently and clearly
· Did they help the appraisee explore how they could develop these areas
· Did they help the appraisee break development plans down into achievable steps
· How far did they reach agreement on the waiting list managers performance and contribution to results?
· What got in the way of this?
· What did the appraiser do to overcome areas of disagreement?
Overall the results were constructive and helped the manager identify his weakness.
The lack of evidence got in the way
Providing guidance and training to the manager.
· Did they ask about the individual's job satisfaction
· Did they find out what ‘makes the employee tick’
· Did they explore the employee's career aspirations?
· What strengths were identified?
· Did they agree on how to further develop these strengths?
· What problems were identified?
· What solutions and options were identified?
· Were they agreed?
· Were any training and development needs identified?
· Were any interventions agreed?
Management skills were good, customer dealing was good
Low motivation among employee and rude behaviour of the manager.
Empathetic and understanding manager is needed
Waiting List Manager
Rating (out of 5)
Safe and timely admission of patients
Improvisation in customer satisfaction while admitting in the hospital.
Manage waiting lists
Services are provided efficiently and effectively
Recruit, train and motivate members
Motivated employees, enhanced skills of employees, and retention
Provide regular waiting list data to senior management
Documenting and communication strategy
Learning & Development Activity
Employee Motivation and Support
According to the waiting list manager, he is very much aware of his duties and responsibilities towards the organisation. However, being a human, he do certain mistakes. He is aware of his moderate planning skills and failure of establishing a stable communication channel. But, he says he is working on it and he is taking guidance from my seniors.
The waiting list manager claims that he is working at his best level in making the organisation grow. He would be working and employing his expertise in training the subordinates. In addition to this, he would like to remain in this organisation as they respected his talent and helped him in growing as an individual. He is seeking more opportunities for growth in the near future.
I feel that as a waiting list manager, he is required to be more attached and involved with the employees. Keep them motivated by solving and understanding them.
The manager’s behaviour towards senior employees is undiplomatic and he needs to be more empathetic towards employees. Employees should also support manager in carrying out his work.
Achievement of objectives*
Not meeting all requirements/ objectives
Met all the requirements/ objectives
Exceeded the requirements/ objectives
Levels of skill and knowledge*
Below/developing the required levels of knowledge and skills for this post
At the required levels of knowledge and skills for this post
Beyond the required levels of knowledge and skills for this post
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January 2, 2019
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