Healthcare is one of the fastest growing industries in world and plays a very critical role in providing the service. Now, in such scenario it is very important to align the performance management & evaluation of the healthcare workers with the outcome of the organizational goals. At a time when the healthcare system is underlying pressure to provide high quality, affordable services with fewer resources, it may be wise to investigate new sector-specific ways of evaluating and managing performance of the employees. Besides, employing full time doctors, part time consultants, medical workers, trained salesforce, it also has support staff like IT Support, Marketing, Projects, Marketing HR, and Shared Services etc. undoubtedly this sector is significantly workforce intensive. Managing such a large and diverse strength of employees and taking well-informed decisions is a pressing issue in this sector.

Challenges:-

1. Limited Performance Improvement Opportunities
2. Increased work pressure leading to high Employee Turnover
3. Lack of Standard Procedures to measure the Performance
4. Absence of measurable goals.
5. Inconsistent Performance Reviews

Focus Areas & Solutions to overcome the challenges:-

1. Companies should explore the internal growth opportunities for the employees like internal Job transfers and movements though various initiatives For example – Giving an opportunity to move from technical to non-technical functions after competency bases assessments.
2. Healthcare workers usually experience high work pressure and are committed to work for extended hours but that does not mean they are not humans. They are the usual employees like any other employee. Hence, require different kind of pressed external motivation, which brings Rewards & recognition into consideration. Now the motivation of technical/ healthcare workers could be very different from non-technical workers and hence the R&R program designed for them should be strategic. This will help in retaining the talent.
3. Now because of lack of Standard procedures for measurement, the Performance Management tool on which the company is relying should be highly complex and averse to customization to cater such diverse employee pool.
4. Absence of measurable goals is usually a critical problem as healthcare industry is a service provider and services’ tangibility cannot be measured hence makes it little difficult to do performance evaluation. However to address this problem one need to have a strong Customer Service Tool in place to link the NPS with the various working elements.
5. Lastly, in healthcare company it is very important to monitor the PMS(E) role wise and design it a way that it helps in monitoring every role carefully. Once a year performance evaluations limit managers to provide real time feedback to the team. Few frontline roles KRA & KPIs need to be standardised to keep an update on the performances.