Employee Evaluation In King Abdullah Medical City (KAMC) - Assignment Help

King Abdullah Medical City (KAMC) is one of the leading hospital complex in Saudi Arabia which operates under Ministry of Health and is aimed to provide multiple medical and surgical care services to patients. Hospital operates with both temporary and permanent staff members and it is in greater need of developing an evaluation process for assessing performance of its temporary and part time employees. The evaluation process will allow to document the performance of part time staff, such that work quality of health care services can be improved and desired care can be offered to patients. 

Benefits of Performance Evaluation

King Abdullah Medical City is expected to gain several benefits from employee evaluation programs, which are both short term as well as long term. 

• It could allow management of KAMC to keep track of individual and team performance, with an aim of realizing the overall objectives of organization. 
• The roles and status of temporary employees can be clarified by KAMC management, such that employees will know that what exactly is expected of them and how they can achieve it (Bititci et al., 2012). For instance, expectations about patient care and safety can be well explained through a formal evaluation process of employees. 
• Development of skills, knowledge and abilities of employees is one of the core benefits of employee evaluation, which will be significant for temporary employees (Gruman & Saks, 2011). For instance, staff will be given feedback on both positive aspects of performance and shortcomings, which could help in improving skills of temporary staff. 
• The temporary workers will be motivated when their compensation and rewards will be linked with their performance (Messersmith et al., 2011). Such that better performers will be given rewards and vice versa. 
• The evaluation process helps in developing a structured process through which part time employees can approach management and can discuss the issues and circumstances which hinder their performance (Bititci et al., 2012). For instance, it could be linked with lack of support from management. Thus, KAMC can improve its support system for temporary employees to improve performance culture of organization as a whole. 

Challenges of performance evaluation 

Although, there are several benefits of performance evaluation process, yet it could have numerous associated challenges as well, which are needed to be managed well by KAMC in order to assure its effectiveness. The following challenges are considerable;

No prior experience with performance evaluation of temporary employees: KAMC is first time user of performance evaluation for part time employees and thus it requires careful consideration for devising most suitable mechanism to assess performance of part time employees. The lack of motivation for part time employees to participate in evaluation process might lead to adverse consequences (Gruman & Saks, 2011). 

Expected Resistance from Employees: The management of KAMC needs to consider that there could be substantial resistance from part time employees on implementation of evaluation process. For instance, the employees might consider it as negative scrutiny of their activities or might view it as threat to their working with KAMC (Murphy & Deckert, 2013). The key to overcome this challenge is to explain the key benefits of evaluation system prior to its implementation.