Healthcare Performance Management Systems Essay Example

Healthcare Performance Management Systems Essay Example Healthcare Performance Management Systems Paper Healthcare Performance Management Systems Paper In defining performance management, Ahn (2001) state that, performance management is a practice that contributes to the effectual management of workers and work teams so as to attain high standards of organization performance. Thus, it creates shared understanding regarding what needs to be attained and a manner in which to lead workers which will guarantee that they attain these high standards. Ahn (2001) adds that, performance management is a strategy which is related to each activity performed in the organization formulated in the framework of its human resource management policies, values and communication channels. Nonetheless, the strategy differs with each organization. Individual organization will have to carryout a research to determine the best performance management system that would be the best for the organization and its business environment. Ahn (2001) further asserts that, it is most doubtful that a single system would solve all their requirements. This report will examine how balanced scorecards are used in the cardiovascular department of Miriam hospital, one of the well known hospitals in America. Explaining balanced scorecards? Balanced scorecards can be explained as a management tool or system that outlines the strategic objectives of an organization into performance metrics in four viewpoints; these are, financial, customers, internal process and leaning as well as growth. These four viewpoints offer pertinent feedback as to how best the strategic objectives are being carried out so that the necessary adjustments can be undertaken. However, not all organizations are able to successful implement and use balanced scorecard The balanced scorecard was introduced by Kaplan and David Norton as a system of changing performance measurements to embrace the new demands of changing environment (Kaplan Norton 1992). Today, the balanced scorecard is accepted by a lot of organizations as a system that has revolutionized the manner information is collected, decisions are reached and strategy is executed. The objectives of balanced score card are two, which are: 1.  Ã‚  Ã‚  Ã‚  Ã‚   Facilitate an organization in managing its strategy through connecting it to its corporate goals, objectives and initiatives, by measuring and targeting each level of the organization. 2.  Ã‚  Ã‚  Ã‚  Ã‚   Attain a balanced standard of performance measures as well as targets that permits managers to follow progress in main aspects. Scope of balanced scorecards Balanced scorecards model is a holistic system that can be applied at different levels across the entire organization, or a group. It is applied in managing strategy by connecting organization objectives to its initiatives, goals and measures through a number of corporate standpoints. These standpoints are established by the organization employing this model. Perspectives Balanced scorecards Balanced scorecards propose that an organization should be viewed on four perspectives, so that the organization formulates metrics, gathers data and evaluates the data in relation to these four perspectives.