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62 Cards in this Set
- Front
- Back
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Performance Management vs
Performance Appraisal |
M-process managers use make sure employees activities are helping organizations goals
A-process on how well employee doing their job |
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Performance feedback
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provide employees info about their effectiveness
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Performance Planning and Evaluation (PPE)
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tieing performance appraisal to companys strategies specifying types and level of performance needed
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Purpose of Performance managment
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Administrative
Strategic Developmental |
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Reason for Performance appraisals
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legal
communicative productivity of labor equity in rewards financial position |
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Legal rational for Perf/App
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Title VII- discrimination based on race, sex ...
Civil Service Reform act- prohibbited practices subset of CSRA- Bona fide occupational qualification- looking for stripper u need a good looking woman so u can discriminate |
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Communitive perf/app
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manager let employee know all about it
Role stress Role conflict Role ambiguity |
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productivity of labor- perf/app
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main reason for perf/app
enhance performance!!!! durr |
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Performace measures criteria
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strategic congruence
specificity validity reliability acceptability |
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types perf/app
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absolute
relative outcome oriented |
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absolute systems
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most common
use of scale rater indicate whether employee meeting predetermined criteria advantage- feedback |
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types absolute systems
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essay
critical incident checklist graphic rating behaviorally anchored rating scales 360 feedback forced chioce |
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essay
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open ended questions
Disadv- difficult to quantify |
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critical incident
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record significant +ve or -ve events
DA- record keeping |
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checklist
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yes or no
DA- ignores level of ... |
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graphic rating
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assess lvl on scale
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bheaviorally anchored rating scale
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BARS
assess behaviors for successful performance ex politness..etc developed seasoned employees |
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360 feedback
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rate yourself and everyone else rates u too
that could hurt if u suck |
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forced choice
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common large organization
statements describe potentially how employee performing, rank weights scores for each statement |
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absolute sys limitations
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rater bias- major DA
central tendency- all at median leniency- being nice |
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other absolute limits
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halo effect
one trait thats +ve makes them all posivtive or opposite |
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reducing rater biases
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rater error training
rater accuracy training |
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appraisal politics
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evaluators change ratings for personal or company goals
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relative app systems
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comparison amongst employees
DA-not substantial feedback to employees Alternative ranking Paired complarison forced distribution |
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alternative ranking
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chose best and worst employee from list then repeat til all ranked
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paired comparisons
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each employee against each other employee, one by one, on specific aspects or overall
checkmark whos better add up checks for best overall... |
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forced distribution
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place employee into percentage lvl groupings
assumes bell shaped curve DA- artifical distribution |
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Outcome oriented systems app
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evalute autonomous postions
how well are goals met Management by objective- most common Work standard approach-same for each employee |
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management by objective
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establish objectives
action plan implement measure acheivement corrective action new objectives for each employee separately conflict with employees with similar jobs and diff stuff |
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work standard approach
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objectives same each employee in group
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how often feedback given?
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frequently
Spontaneous Mid- Year-formal or informal Annual- not surprising |
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perfromance feedback interview
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have witness for poor performers
employee rate themselve before and talk about gaps during focus solve problems focus behavior or results not person ex you just suck at life |
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human reasource management
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recruiting
hiring training developing firing communication and feedback key |
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law affecting HRM
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age discrim
disabilities dicrim family and medical leave (12 wks) |
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Govt Agencies
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Equal Employment Opportunity Commision - file lawsuits correct dicrim practces
Occupational saftey and health act (OSHA)- standards work related injuries |
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recruitment
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2 approaches
-proactive- continous even if not open -reactive- when position open cost more all activities attract candidates to fill job |
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cost of losing good employee
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service worker- 1000-2000
professional- 4000-8000 up to 100000 total loss for professional / managerial |
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placement
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apllication
screening interviewing selection hiring process |
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job appliaction
2 purpose |
2 purpose
screen unqualified provide background LEGAL document |
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Interview styles
4 |
Traditional- general dicussion
Sitational - if, then how handle Behavioral- past behavior predicts future Stress interview- blunt questions, interupt applicant |
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selecting candidates
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personality test
work sample tests honesty tests drug tests physical bility test cognitive ability test |
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Hiring
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offer made candidate
-complete backrgournd -drug screen -pharmacist licence review - candidates request offer in writing schedule first day of work |
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training and development
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training- improve performance w/ current tasks
developement- new responsibility prep |
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training 2 forms
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orientation
-legal docs -tour -going over crap job training -key step -develop habits -teach skills -teach procedure -teach policies |
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development
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prepare for new responsibilities
greater intensity of education ex college courses, seminars |
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performance feedback
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3 ways
day to day management by walking around store visists or everyday reviews |
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Progressive discipline and steps
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series of acts by managment in response to u sucking
verbal written suspension termination |
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termination of employees
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grace period for new- 30 or 90 days
gross violations- fighting, drug use, stealing have documentation, follow procedure |
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is more money spent correcting med problems or on the med themselves?
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correcting dumb ass fuckin problems
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why pharmacist ideal for managing pt care
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accessible
frequent engagement |
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determine what services to provide by
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check societal need
which are ur interest and would sustain practice (review ur files) |
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Pricing service difficult why
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hard to visualize benefit
hard to quantify benefit with cost |
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who u need 'buyin' from for service implementation
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admin
pt physicians providers (us) techs |
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how would u appease each group so they buyin?
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admin- with money and business plan
pharm- training, workflow change, knowledge assess physician- comm. value pt- tell them no ur doctor doesnt do this bitch tech-tell them to shut up and listen to the professionals |
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how to price service
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time based
fee for service capitation |
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barriers to implement service
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lack knowledge
support adequate help time no compensation |
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pt object to service what now
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acknowledge objection
probe for more info respond by telling them 'WRONG' |
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workflow, how much time for mtm services
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comprehensive review- 45-60 mins
targeted intervention- 15-30 min |
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document your services how
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medical hx form
soape note personal medication record medication action plan communication forms |
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billing
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superbill
cms 1500 form electronic payment submission platforms no i have no idea |
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CPT codes
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99605- initial consult
add 1 for next add another 1 for next and rest WTF |
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use NPI numbers
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now if i only knew what those were
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