this project is based on the implementation and execution of p4p in hospitals specially focus on the productivity of nurses.I got an A grade i hope this will be beneficial for all the students as well as business professionals and recruiters.

1. Pay for performance
system in Healthcare
sector.

2. *
Presented to:Dr.Sara Rajhi
Course name:Compensation (HRM
401)

3. 

4. Pay-for-performance plans are a method of compensation
where workers are salaried on the basis of efficiency.
This method have proved useful in professional arenas
such as sales, and even Healthcare sector where
employees (nurses) depend on commissions or bonuses for
their salary.

5. 1. Limitless reward(compensation)
 An efficient and capable salesperson is capable to make additional amount
of money than a salaried salesperson who is paid only on the basis of his
sold products.
 Hence depending primarily on the compensation structure and also on
the quantity of effort and determination, the income would increase which
would directly benefit the (nurses).
*

6.  The chance to acquire a significant salary can prompt expanded
inspiration among employees such as nurses.
 Since representatives(employees) are repaid dependent on
performance, they might be bound to work harder to achieve pay
objectives.
*

7.  Employees who are paid on the basis of their performance made a decision upon
results as opposed to progressively emotional techniques such as favorism or
napotism,hence enhancing the quality of work.
 life coverage sales representatives make their own timetables, Hence they will be
assessed not by how much time they spent functioning or the business techniques
utilized, but by their total business volume.
*

8.  From the business' viewpoint, profitability may increase
because of the worker's longing to acquire a high pay.
 The outcome can be more profitable from fewer specialists as their
demand would be more, diminishing the business' work cost and
exchanging the monetary hazard from the business to the worker.
*

9.  High-accomplishing entertainers who are content with their salary and
workplace might be bound to remain as opposed to investigating different
chances.
 They can likewise accomplish a specific rank of status and regard in the
organization because of their accomplishments.
*

10. o The capacity to see that immediate relationship between a representative's
commitments and the amount they are paid is engaging businesses and
workers alike.
o In any case, it doesn't come without dangers. Here are 4 of the greatest
dangers businesses confront while executing pay for performance
framework.
*

11. o Measurements are the things that are being estimated. These
are the establishment of your arrangement and must speak to
the estimations of progress.
o A typical issue is the misconception of business system versus
worker commitment or arrangement. "HR individuals accept
they recognize what the business is endeavoring to achieve and
expect they know the estimations that will drive the business,
as opposed to addressing partners and truly penetrating down.
o Another normal issue is inspiring one activity without thinking
about the effect on different activities.
*

12. o Objectives are the explicit dimensions that characterize
accomplishment for every measurement.
o One regular issue is when objective accomplishment turns out to
be clearly incomprehensible .
o "On the off chance that you have an objective that is either
clearly difficult to meet—you don't have a pay for-performance
program." Walter cautioned.
*

13. o Perfect, clear, visit, correspondences are basic to connecting with
and rousing your staff.
o Another normal issue is a distinction between what the HR or
Compensation Professionals accept is the reason for the
arrangement versus the board's genuine reason.
o In many cases the group will decide the targets and objectives and
work out the majority of the justification and tie it together, just
to have HR give an alternate method of reasoning when conveying
about it.
*

14. o Human instinct which includes behavior such as ability to denial some
tasks, taking revenge, breaking loyalty,greediness,etc is the one thing
that you can't incorporate with your compensation programs, yet it is the
single greatest hazard to pay for performance.
o Still in some companies Individuals will react to exactly what they're
boosted to do, which implies that they will likewise be careless about
their responsibilities as they're already meeting their objectives due to
good pay reward.
o Because pay-for-performance programs do function admirably when
actualized right, numerous organizations accept their pay designs can
oversee individuals—however sometimes just individuals oversee
individuals.
*

15. Pay for performance
system……
*Steps of
our plan

16. Objectives help characterize an organization's motivation,
help its business development and accomplish its budgetary
targets.
Defining explicit hierarchical objectives can likewise enable
an organization to quantify their association's advancement
and decide the undertakings that must be enhanced to meet
those business objectives.
* 1-Discern clearly the organization’s
business methodology:-

17. Poor performance is an issue that stresses supervisors and
representatives alike. It is of worry to senior supervisors since it is a
proportion of how adequately the association is driven.
Most frequently, managing with poor performance resembles
rotating on the taps:-
T timely and quick
A appropriate supervision method and reaction
P keep it private
S keep it specific to conduct, and real.
* 2-Recognition of the leading causes of
poor Conduct:-

18. The key targets of the association are connected to its
central goal and defined vision.
Five fundamental activities execution targets which
enable the association to gauge its tasks execution are
quality, speed, steadfastness, adaptability and cost.
Setting objectives and goals for an independent
company is indispensably imperative to deciding its
methodology.
*

19. One of the most obvious financial goals for any business is increased
revenue.
Forecast your revenues and set goals every year using a variety of
tools, including past performance, marketplace analysis, industry
research, and feedback from your staff.
Some entrepreneurs come up short since they don't control their
expenses. Survey your costs to learn on the off chance that you can
cut your utility expenses, arrange better contracts, and find different
efficiencies you haven't considered before.
Realizing the amount you should pay your costs is a critical piece of
money related arranging. Numerous entrepreneurs commit the error of
not following when they will owe cash, prompting impermanent
deficiencies and income issues.
* 4-Crop up with an assimilated set of
strategic and financial Objectives

20. By defining quantifiable and achievable objectives, a
director guides enhancement in employee performance,
as well as upgrade reputation for being a business of
decision.
Different advantages of worker objective setting can
center around the organization's present moment and
future achievement Guidelines for an effective
employees performance audit.
* 5-Defining employee’s objectives
more clearly:-

21. The four goals of the coordination of all the objectives
of an organization are:-
(1)receiver’s thoughtful consideration,
(2)receiver positive reaction,
(3)satisfactory relationship of employees and
employer, and
(4)organizational overall Success.
* 6-The coordination of an
organizations objectives:-

22. *7-Prepare to keep employees
engaged:-
Employed workers are anything but difficult to perceive.
Particularly stimulated with certainty, positive, and an
exceptional will to accomplish goals, their essence motivates
people around them to exceed expectations.
They are pioneers by model. Quiet, sure, yet seriously
centered on the assignment ahead, they see any test as a
chance.
Without a craving for greatness, workers can't add to the
group's communitarian endeavors, causing stagnation that can
demolish a business from within.

23. Positive Aspects
Negative Aspects of (Pay
for Performance System)
*

24. 1. Pay for performance assumes a vital job to enhance patient's results,
for example, ensuring patients get suggested blood tests on the off
chance that they have diabetes or the correct remedy of drugs in the
event that they are hospitalized with a heart assault.
2. Can adjust the interests of the payers and suppliers to convey the
fantastic human services.
3. Performance rewards can be put resources into endeavors to
additionally enhance the nature of consideration being given to the
patients.
4. Can concentrate, for example, social insurance supplier on meeting
explicit execution focuses for encouraging patients.
*

25. 5-A nurses is driven by salary or a final product advantage and is
compensated for their performance. A compensation for performance
puts the worker in the focal point of their monetary future.
6-For Example, Medical attendants who were not pulling their weight
were urged to leave. The healing facilities perspective was that nobody
should convey low performers on their unit. Their technique satisfied
enhancing their maintenance and driving qualified and inspired medical
caretakers to their healing facility.

26. 7-Today, large associations perceive and understand that adjusting
prizes to worker performance makes a more grounded, increasingly
profitable workforce.
8-As indicated by accessible proof, motivator plans are the most
dependable methods for enhancing inspiration of social insurance
specialists, for example, attendants which specifically impact key
determinants of medical caretaker’s performance in healing facilities
such as nurses.

27. In specific circumstances it has been seen that compensation for
execution(performance) may cause certain disadvantages if not
planned properly and successfully
Involvement with pay-for-performance in medicinal services
and different settings demonstrates that these projects are
difficult to plan.
*

28. The best blend of execution measures, authoritative dimension of
responsibility, criteria for installment, and motivation estimate isn't
self-evident, and unintended outcomes are basic in the vast majority
of the social insurance suppliers.
 Hard to configuration projects to empower expected conduct while
counteracting unintended conduct, for example, ignoring and avoiding
of high-risk patients by nurses staff.
May undermine medicinal services proficient characteristic
inspiration to give amazing consideration to the patients.
 May neglect to persuade framework level changes to enhance
populace wellbeing.
According to recent research it has also been observed that applying
pay for performance plan for nurses may create unnecessary
competition among all the nurses which would have more negative
consequences on the team performance of all the nurse staff.

29. The present arrangement creators, organizers and directors
are tested to distinguish and apply a mix of money related and
non-monetary motivations that are responsive and successful
in meeting approach targets identified with enrollment and
maintenance.
A few nations have actualized extensive motivating force plans
to help the powerful enrollment and maintenance of wellbeing
staff, others linger behind and should radically enhance their
accomplishments.

30. More prominent duty and political will with respect to
governments, businesses and administrators is required and
better focused on and submitted financing for motivators is
required, especially in creating human wellbeing frameworks.
Enhanced observing, archiving and sharing of encounters,
great practices and exercises scholarly will strengthen the
cost-adequacy of such activities.
Advancement and testing of new thoughts must be
encouraged as nations, associations and administrators push
ahead to reinforce the wellbeing segment workforce all
around.

31. Henceforth no association can expect a fruitful future
without the commitment of dynamic HR such as qualified
and trained nurses in healthcare providers.
HR in social insurance could easily compare to some
other authoritative components since they influence the
nature of consideration and results.
Be that as it may, medicinal services frameworks
frequently neglect to acknowledge utilizing human
resources viably.
Along these lines, issues of HR or nurses for instance
considerably affect profitability and care being provided
to the patients.
*

32. Medical attendants are considered as one of real HR and a
noteworthy segment of specialist organizations for the clinics in
United Arab Emirates.
They assume a critical job in giving fantastic consideration to
patients and they likewise profoundly affect add up to
efficiency of pertinent associations.
Because of the impediment of assets for medicinal services
arrangement, attendants must be proficient and gainful and in
the meantime, clinics should go for augmenting wellbeing
results.
 Therefore, realizing the elements identified with attendants'
efficiency is vital for wellbeing framework and it could prompt
its enhancement.

33. ֍Hence it can clearly be concluded that pay for performance
compensation system could work well in public sector
healthcare organizations;
֍If they were designed more efficiently considering all the
financial and non financial aspects of an organization.
֍Furthermore in order to achieve positive impacts after
implementing pay for performance system in healthcare sector
in Abu Dhabi all the nurses must work in groups as a team
members which would promote harmony,affection,sense of
responsibility ,empathy, sense of respect, security and sense of
self respect for all the admitted patients of a hospital.
֍This would further develop a positive sense of competition
among all the nurses which would accelerate a sense of self
sacrifice and hospitality on behalf of nurses to equally tend all
the patients.

34. @ https://bizfluent.com/list-5921014-advantages-pay-performance-plans.html
@ https://hrdailyadvisor.blr.com/2013/09/27/4-biggest-risks-of-pay-for-
performance/
@ https://searchcio.techtarget.com/definition/organizational-goals
@ https://www.employment-studies.co.uk/.../report-summary-tackling-poor-
performance
@ https://smallbusiness.chron.com/identify-goals-objectives-61851.html
@ https://yourbusiness.azcentral.com/examples-financial-goals-small-business-
10573.html
@ https://www.paychex.com/articles/human-resources/7-tips-for-effective-
employee-goal-setting
@ www.cengage.com/resource_uploads/downloads/0324374852_79425.doc
@ https://www.ama.org/partners/content/Pages/7-ways-keep-employees-
engaged.aspx
@ http://www.whpa.org/Incentive_systems_for_health_care_professionals-
ENG.pd
@ https://www.okhr.org/blog/2012/04/3-benefits-of-pay-for-performance-
plans/
*

35. Any Questions?
*The End PFP
System