This primary care organization has a high focus on creating an…

Question Answered step-by-step This primary care organization has a high focus on creating an… This primary care organization has a high focus on creating an environment for their most valuable asset—their employees. Last year, as a result of gaining more feedback from the employees, the facility contracted the services of a third-party organization to conduct an employee survey. The result was some surprising comments from employees regarding missed opportunities for promotions, special assignments, and skills certification/licensure. The Director of Human Resources, meeting with the executive staff to review the survey results, places an emphasis on some ongoing problems and create some action plans for resolving and rectifying the employee concerns. He states that the organization has a very good performance management system that includes good rating instruments and clearly stated policy and procedures for ensuring each employee receives fair and constructive feedback for the review period. Under initial scrutiny, the performance management system seems to indicate that the Director of Human Resources is correct: The system is almost perfect. However, upon closer examination and further analysis, it appears that some managers use the system as designed, but others use a more preferred approach that fits their “team.” When considering that noncompliance with the current system could result in wrongful terminations and failure to gain a promotion or new assignment, how would you address the following:Are performance evaluations required by law? Why or why not? (Performance Management System) Health Science Science Nursing HCA- 465 Share QuestionEmailCopy link Comments (0)