Week 5: Management, Training, and Performance Evaluation Jane entered her first week of work at Leeland Radiological Laboratory. She was guided through the security protocols and was able to perform some of the job requirements under the close guidance of a colleague. That same week, she completed some virtual training on the company website. The training included a course on their harassment policy and another course on general communication protocols at Leeland Radiological Laboratory. The training sessions also included surveys asking for an evaluation on her training. Finally, Jane also had to complete professional goals for the upcoming year at the Leeland Radiological Laboratory HR website. These goals would be used to evaluate her performance at the end of the year. Employee training, professional development goals, and performance evaluations would be some of the aspects the Leeland HR department would use to evaluate Jane at the end of her first year of work at Leeland. Reflect on the experiences of your academic career. Have you ever tried to study a textbook in which the descriptions were unclear, the wording was vague, or the illustrations were inadequate? Have you ever taken a course in which your instructor provided little or no feedback on your performance, simply giving you a grade without justifying it? Consider how frustrated, confused, and/or disconnected you felt (or would feel) in those situations. Employees feel these same emotions when they are not properly trained to fulfill the tasks and requirements of their positions. Lack of information or adequate feedback on their performance and achievements can also cause stress and bewilderment. Managers and HR professionals should provide comprehensive training and performance evaluations to facilitate the development of employees. SMART Goals in Nursing Paper

This not only improves employee morale but also improves the overall success of the organization. This week, you will apply HR strategies to address problems of performance and problems of behavior. You will develop a SMART goal tip sheet HR can share with employees and you will develop SMART goals for a job position. Finally, you identify terms and concepts related to management, training, and performance evaluation. Learning Objectives Students will: Identify behavioral and performance issues Recommend HR strategies to address behavioral and performance issues Recommend strategies for creating SMART goals Create SMART goals for healthcare jobs Identify terms and concepts related to performance appraisal and evaluation Learning Resources Note: To access this week’s library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus. Required Readings Fallon, L. F. & McConnell, C. R. (2014). Human resource management in health care: Principles and practices (2nd ed.). Burlington, MA: Jones & Bartlett Learning. Chapter 7, “Employee Training” (pp. 129-141) Chapter 9, “Performance Appraisals” (pp. 161-187) Chapter 14, “Managers and Employee Problems” (pp. 269-295) https://www.amanet.org/articles/the-dos-and-donts-of-performance-reviews/ https://www.forbes.com/sites/forbeshumanresourcescouncil/2018/09/24/seven-learning-anddevelopment-trends-to-adopt-in-2019/#18bb16b8104b https://www.humanresourcestoday.com/performance-management/trends/?open-articleid=9949931&article-title=7-unexpected-employee-performance-management-trends-to-watchfor-in-2019&blog-domain=15five.com&blog-title=15five https://www.ted.com/talks/tamekia_mizladi_smith_how_to_train_employees_to_have_difficult_ conversations https://www.youtube.com/watch?v=GEN5P-YQLB4 Discussion: Issues of Performance and Behavior • • • Assessing employees’ achievements and shortcomings—performance evaluation—can be a daunting task for managers and HR professionals. In addition to acknowledging and applauding achievements, performance evaluations force managers and HR professionals to confront employees about problems and issues. This requires a great deal of assertiveness, empathy, and tact but is ultimately very beneficial to the success of individual employees and organizations as a whole. Conducting performance assessments, communicating their results, and addressing problems and acknowledging successes helps employees meet expectations and take responsibility for self-improvement. In this Discussion, you will examine three scenarios that will allow you to describe problems of performance and behavior. You also will assess the actions of the characters in the scenarios. Finally, you will formulate an HR strategy to address each case. To prepare for this Discussion: Review Chapter 9 of the Fallon and McConnell textbook. Focus on how performance appraisals are essential to the success and progress of employees within an organization. Review Chapter 14 of the Fallon and McConnell textbook. SMART Goals in Nursing Paper

Focus on the methods on handling employee problems of performance and problems of behavior. Consider the following three cases: Samuel Johnson subtly makes women feel uncomfortable when he moves around the office without overtly doing anything that would be considered sexual harassment. The behavior has increased in the last 3 weeks and has now carried over onto his female clients. This is affecting the work environment Post a comprehensive response to the following: Explain the behavior issues for your case. Explain the performance issues related to your case. Recommend an HR strategy to address the behavioral issues. Recommend an HR strategy to address the performance issues. Read a selection of your colleagues’ postings. …