Performance Management

“Mount Sinai is a truly great place because of the positive culture created by the people who work here. Being part of a dedicated, multi-disciplinary and inter-professional team helps us provide the best care. The sense of teamwork and always striving for the best is part of what makes Mount Sinai so special.”

Dr. Jay Wunder

Introduction

To gain a competitive advantage over other organizations in today’s market place strategic human resource management views people as an asset and as driver of business success. (Lam, 2008) Strategic Human Resource Management (HRM) places an emphasis on the effectiveness and integration with the organization’s strategies and congruence among HRM policies and practices to help shape the organizational structure. While the traditional HR today is still responsible for administrative and support functions Strategic HRM looks towards the long-term strategic focus and HR planning to improve the internal relationship between staff and the organization. The use of the correct HR performance system and tools are being used at Mount Sinai to leverage the best fit for organization and its staff. The focus on performance management as a critical factor in strategic HRM is important as it appropriately responds to the ever changing business environment and the way an organization brings out the best in people. (Lam, 2008)

Performance Management (describe HR System) -Briefly describe the HR system you have chosen. (10 marks)

The performance appraisal (PA) is a very traditional and daunting task typically conducted on annual or periodic bases between managers and employees to review an employee’s past work performance. (Lam, 2008) This process demands a significant amount of time, skills and confidence in the manager to be able to perform the PA properly. Mount Sinai like many organizations recognizes the limitations of the performance appraisal process to achieve the goals of the organization in achieving a high performance work...