The perceived effectiveness of the Staff Development Review (SDR) system by healthcare professionals in a district hospital

Pao Yue-kong Library Electronic Theses Database

The perceived effectiveness of the Staff Development Review (SDR) system by healthcare professionals in a district hospital

 

Author: Ho, Helena
Title: The perceived effectiveness of the Staff Development Review (SDR) system by healthcare professionals in a district hospital
Degree: M.Sc.
Year: 2000
Subject: Hospital Authority (Hong Kong, China) -- Personnel Management
Hospitals -- China -- Hong Kong -- Personnel management
Employees -- Rating of -- China -- Hong Kong -- Evaluation
Nurses -- In-service training -- China -- Hong Kong
Hong Kong Polytechnic University -- Dissertations
Department: Multi-disciplinary Studies
Dept. of Management
Pages: vi, 78, [14] leaves : ill. ; 30 cm
Language: English
InnoPac Record: http://library.polyu.edu.hk/record=b1553105
URI: http://theses.lib.polyu.edu.hk/handle/200/5292
Abstract: In view of the potential benefits of an effective performance appraisal system and the costs of having an ineffective system, a study was undertaken to examine the perceived effectiveness of the Staff Development Review (SDR) System by healthcare professionals in a district hospital. Three hundred and four (response rate 47.5%) healthcare professionals returned the completed questionnaires. Results indicated that majority of the appraisers and appraisees agreed on most of the identified functions of formal performance appraisals. Both appraisers and appraisees were marginally favorable to the effectiveness of the SDR system. The attitude of appraisers was more favorable than that of the appraisees. There was significant difference (p<0.05) in the perceived SDR effectiveness between appraisers and appraisees, but no difference was found amongst the healthcare professionals. A strong relationship was found between the staff's acceptance and their perceived effectiveness of the SDR system. Majority (80%) of the appraisers considered unclear performance standards and insufficient resources to reward performance as the possible causes of ineffective SDR system, while the appraisees (around 80%) perceived unclear performance standards and the appraiser taking SDR process as routine work as the factors reducing the SDR effectiveness. Employees orientations to the SDR system, appropriate appraiser training, effective performance planning, staggering appraisal dates, and recognizing performance would help to improve the effectiveness of the SDR system.

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