Enhancing Performance at ABC Hospital
I, as the director of human resources for ABC Hospital, have the pleasure of writing this letter to inform you of the need to enhance your performance. It has come to my attention that most of the managers of the many departments in this health institution have filed several complaints against you. I felt it was vital to inform you about these problems as well as some of the techniques you might use to resolve them for the development of this organization. These are some of the complaints that have been raised against you, and I am sure there are numerous others that have not been reported to me.
Taking long to fill open positions
I do acknowledge that the recruitment process calls for extensive considerations and processes in order to ensure that the potential employees who will be selected have met the needed employment credentials which will enable this organization to achieve its set goals and objectives (Hernandez, 2009). However, the considering that the health facility is currently operating under a high workload due to the limited number of employees that we have, I think it is necessary you be taking the minimum time possible in filling the open positions that I present to you. I am sure you have the potential and resources of achieving this.
Suggesting candidates who are not well-qualified
It is unfortunate to hear that your department is not only taking long to fill the open positions that we have, but also present candidates who are not well qualified for the job. I would have been slightly satisfied to hear that you absorb highly qualified individuals and that is why you take long in filling the open positions. Employing individuals who do not merit will deter this organization from not only delivering quality health care services to the increasing number of health consumers, but also failing to finish the set goals and objectives within the targeted duration (Hernandez, 2009). In addition, since the organization the competitive of limited resources has increased more than ever before, I think there is need to be both effective and efficient in the utilization of the allocated resources in order for the facility to manage to realize some revenues that would enable you and the other employees to be compensated on time, as well as for the organization to expand beyond its borders in the near future. This cannot be achieved when employees are not well qualified, efficient and productive.
Non-responsive to inquiries and has a poor attitude when questioned about status of jobs
The goals and objectives of this organization cannot be achieved if rapid responses to the inquiries that are made to your office are not catered for. Precisely, one of the organizational cultures of this facility is teamwork. It is only through collaboration of departments and employees can make this organization grow and develop to greater heights (Hernandez, 2009). Moreover, poor attitudes towards the other employees will only do more harm than good. Most employees who happen to experience the poor attitude from you will only develop hatred towards you, and they will fail to embrace collaboration with you, and this will negatively affect the organization.
Inaccessible due to habitual late arrival
Absenteeism is a hindrance to the effective performance of an organization. there is need to be committed with the duties assigned to you, and being determined to execute them just as if there are your own (Speizer, 2004). Your absence also means the absence or delaying of numerous other departments which requires your services in order to operate effectively.
Rating scale performance appraisal
In order to ensure effective performance of all managers and employees within this organization, I have decided to inform you and all other heads of various departments that their performance will be evaluated and compensated based on their achievement. In this facility, the rating scale performance appraisal will be used, and it entails devising a grading system of all managers and employees and awarding points based on his or her performance (Henderson, 2017). The rating scale will assess a number of factors in each department, such as the timely completion of the allocated duties, positive feedbacks from our clients, the effectiveness and efficiency of the operations within the department, availability among others. The managers who will score the highest in the rating scale will be rewarded at the end of every financial year. I don't want you to miss among the list of best performers in this rating scale, and that's why I have given you the golden chance of rectifying the challenges that have been arising in your office. I am sure you can feel energized and motivated being recognized by the institution as the best performing manager, isn’t it?
I am looking forward to see positive feedbacks from your office soon after the implementation of these strategies.
Yours sincerely,
Mr. XYZ,
Director of Human Resources for ABC Hospital.
References
Henderson K. J., (2017). What Are the Different Types of Performance Appraisal? Retrieved from, http://smallbusiness.chron.com/different-types-performance-appraisal-1904.html
Hernandez, S. R. (2009). Strategic Human Resources Management in Health Services Organizations, 3e, 3rd Edition. [VitalSource Bookshelf version]. Retrieved from http://online.vitalsource.com/books/1133140998
Speizer, I. (2004). Recruiting and Staffing. Workforce Magazine. Retrieved from, http://www.nwlink.com/~donclark/leader/leadcou.html
