بررسی چهار مدل مدیریت عملکرد در سیستم بهداشت و درمان

‍Competent and efficient manpower fosters any given societys development and advancement and, as such, plas a pivotal role in any organization. Highly qualified workforce insures that organizations succeed and reach their goals. Management hinges on manpower and operative systems. As human beings run the operative systems. As human beings run the operative systems, the workforce is deemed as the most important asset of any organization. Perceptive managers are well aware of the fact that the more they invest on manpower development their organization's efficiency and superiority. Manpower also plays a prime role in the health and treatment system, since the workforce leaves a dramatic impact on the people and the community's health. Adopting a systematic outlook and using effective measures to recruit, retain, train, and optimally utilize the manpower enable the human resources to provide the sector with dedicated personnel. Human resource management also embarks on performance management. By adopting a systematic approach toward determining strategic objectives, defining the parameters, collecting,analyzing, utilizing, and reporting the inputs and using these data, performance management ultimately leads to improved performance in the organization. Performance management is a process which calls on the employees and executives to interact in relation to executive objectives to interact in relation to executive objectives, accountability, and developmental activities to boost future skills and performance. Today, Performance management utilizes diverse models and tools. Designing and enforcing the performance management plan entails following a specific academic plan and model, linear input and output model. Understanding the performance management models and tools can lead to improved performance in the organization and enhanced efficiency and competence. This article will review and compare these models.