Employee Performance In The Royal Perth Hospital †Free Samples

Question: Discuss about the Employee Performance In The Royal Perth Hospital. Answer: Introduction The current business scenario especially the healthcare sector is witnessing huge growth in the present time. With the increase in the demand for the healthcare, more hospitals are coming up. However, healthcare sector is one of those sectors, which cannot recruit extensively like other sectors. This is mainly due to the reason that doctors and other health professionals are not available in abundance and there are various factors that should be considered in the recruitment process. This is leading to the increased pressure among the existing healthcare employees. The pressure is more in the emergency department due to the reason that doctors and the healthcare professionals should always be ready for every situation and there is no fixed time schedule for them. This is causing stress among them and an effective human resource strategy is required for them. Royal Perth Hospital is one of the largest and busiest hospitals in the Australian regions. They cater to huge number of in and out patients on daily basis with having more than 4500 employees in different departments. However, in this case also, they are facing the issues of disengagement and demoralization of the staffs in the emergency ward due the presence of huge work pressure. This report will discuss about the existing reward practices in Royal Perth Hospital and their implications on the employee performance. In addition, some alternative reward practices will also be discussed in this report, which could also be used in managing the employee performance. Some recommended steps will also be discussed in this report. Current reward practices in Royal Perth Hospital Employee recognition There are various reward practices initiated by Royal Perth Hospital for their staffs in the emergency department. One of the major reward practices identified is the recognition of the contribution of the staffs in the emergency ward. Recognizing the contribution of the staffs in the emergency department is important due to the reason that it will motivate them to perform much better. According to Harrison (2013), employee recognition is important in order to acknowledge the contribution of the staffs in their workplace. According to the authors, everyone tends to get motivated if their jobs and works are recognized in public. However, on the other hand, strategy of employee recognition initiated by Royal Perth Hospital is having limitation. This is due to the reason that in the emergency deportment, jobs are being done based on the urgency rather than the extent to which the job of the employees will be recognized. Moreover, in the short term, employee recognition will have positive impact on the performance of the employees but in the long term and especially in the emergency department, it will have limited impact. Staffs working in the emergency department stay in huge work pressure and thus mere recognizing their work will not motivate them further. According to various reports, Australian healthcare sector is going through huge workload and there are various instances where doctors are continuously working for straight 24 hours. In these cases, recognizing their contribution will not fetch any positive result. Fringe benefits Another reward practice initiated by Royal Perth Hospital is providing fringe benefits to their staffs in the emergency department. This includes providing added extrinsic benefits to the staffs apart from the basic extrinsic benefits to them. Some of the fringe benefits practiced by Royal Perth Hospital are providing medical assurances to the staffs, which are higher compared to the staffs in other departments. Another benefit provided by them to their staffs in the emergency department is free transportation. The hospital is providing free transportation to their staffs, which are having dual benefits for them. One of the major benefits for them is the availability of the staffs in the department at any point of time. As the hospital is responsible for the transportation, they can make their staffs available in case of any emergencies. On the other hand, this is also creating positive impression among the staffs regarding their workplace. According to Mosadeghrad and Ferdosi (2013), providing of fringe benefits to the employees will enhance the organizational commitment of the employees in the healthcare sector. Thus, in the emergency department, organizational commitment is much more expected and important. Staffs should be committed enough to deal with unprecedented situations, which are not decided earlier. However, in this case also, Royal Perth Hospital is having limited advantage from the initiation of the fringe benefits. According to the reports, doctors in Australia are having huge workload and in spite of getting various benefits, they are remaining demoralized. This is due to the reason that doctors in the emergency department are in the need of more inclusivemechanism of performance management rather than offering added fringe benefits to them. Favorable compensation Compensation is the basic requirement for the staffs in the workplace. Providing favorable compensation also helps in motivating the staffs in their workplace along with maintaining their organizational commitment. Royal Perth Hospital being one of the major regional hospitals in the Australia offers best in the industry perks for their staffs in the emergency department. According to Schulz, Chowdhury and Van de Voort (2013), employee performance and employee compensation are having direct relationship. The more favorable will be the compensation, the more will be the level of engagement and motivation among the staffs in their workplace. Thus, in the case of the emergency department in the organization, staffs will be more motivated to deal with their work challenges effectively. However, in the case of the Royal Perth Hospital, doctors and other official are already getting favorable compensation for their respective job profiles. However, only the compensation will not be able to reduce the workload from them. This aspect ofperformance management will also have only short term impact and in the long term, staffs will get further motivated with the increase in their compensation given how much pressure they need to undertake. Alternative reward practices The current reward practices of Royal Perth Hospital are mostly effective in the short term rather than in the long term. Therefore, there should have some alternative reward practices, which will have more effectiveness in managing the staffs in the emergency department. Work life balance According to the reports, Australian healthcare sector is posing huge challenges especially for the staffs in the emergency sector. This is mainly due to the reason that doctors and other officials have to work on huge pressure and with having less assistance and human resources. In certain cases, doctors have to work for 24 hours in the emergency department at a stretch. It is affecting their personal life as well as their professional effectiveness. Therefore, one of the key strategies will be having favorable work life balance for the staffs. Doctors should have fixed schedules and officials should be more in the emergency department to initiate shift based working. Moreover, it is also to be considered that Royal Perth Hospital should take care of the personal life of the staffs and providing them to have enough personal space. This will reduce the monotonous situation faced by the doctors in their workplace. According to Isaacs (2016), initiation of the proper work life balance will help the staffs in the emergency department to stay motivated. This will also help them to stay focused and energized in their workplace Work flexibility Another effective reward system for the staffs in the emergency department will be providence of work flexibility. This refers to the providence of the autonomy to the doctors in taking their decisions. This will enable the doctors to design their work schedules in their way. Thus, they will manage the work load accordingly and will not have any added pressure. Work flexibility will also help the doctors in dealing the emergency situation in their own way and best possible manner. Promotion Over other mechanism of rewards, promotion will be more effective due to the reason that promotion will enable the officials in the emergency department to relocate themselves other departments and in other positions. On the other hand, financial reward will only enhance the financial benefits for the doctors and other officials. However, the key issue with the doctors in the emergency department is the work pressure or the work load rather than the rate of compensation. In this case, Royal Perth Hospital should also consider promotion of the doctors and other staffs as the alternative reward mechanism. Staffs in the emergency department will be more motivated to perform better due to the reason that the more will be their productivity, the more will be the chances of getting promoted to other deportments in different positions. According to Grabner Moers (2013), initiation of the job promotion will help enhance the job rotation among the employees and the employees will not face job monotony due to the fact that they will be promoted in different positions with having different job profiles. Thus, their effectiveness, productivity and level of motivation will be more in this case. This reward system can also be considered as one of the key alternative strategy. Recommendations Rewarding employees has become a norm in near about every organization in recent days. Below are few recommendations for thehospital management of Royal Perth in order to improve its current reward and performancemanagement processes: It can provide free vacations to the staffs every two years In case if any staff passes away while working for the hospital, hospital can give his/her family member or spouse fifty percent of their salary, without considering their length of tenure, per year for the coming decade. Make a rule of thanking every employee for their good work. Simply a Good Job from the part of CEO could go a long way (Latham, 2013). Provide every staffs with primary care, complete physicals, wellness examinations, vaccines, lab tests with little or free of cost. Rewarding Safety. The hospital can pay out its employees and nurses with safety bonuses for following the safe work practices Offsite the activities of the employees will be a great reward. Taking the nurses and other staffs off-site for several outdoor activities during their paid work hours will be surely appreciated by them Conclusion From the above discussion it is clear that though Royal Perth is one of the most well known hospitals in the Australian region, it is facing issues in its HRM practices as there is an issue of demoralization of the workers in its emergency ward because of huge work pressure. The hospital is providing its staffs with various benefits like the fringe benefits and favorable compensations to them. It has also initiated several reward practices in order to meet with the issues but they are only effective for short term. Furthermore, it is to be noted that the strategy of employee recognition that are initiated by the Royal Perth Hospital has several limitation because in the emergency department of the hospital, the staffs does their job depending on the urgency instead of relying on the extent to which their work will be recognized. Hence, several alternative reward practices are suggested for the same. The discussion has ended up with several recommendations for the part of Human Resour ce Management team of the hospital so that the current reward policies and practices in Royal Perth could be improved. References Grabner, I., Moers, F. (2013). 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