ABSTRACT
Hellenic studies as well as international studies demonstrate the importance of proper human resource management for the development of the quality of health care services. One of the main responsibilities of human resource management is the evaluation of performance for the purpose of the professional development of employees. Performance appraisal is the evaluation of an employee’s current or past performance against the performance standards set for the position. It is connected, among other things, to the better utilization of human resources, their motivation and further development. The weakness of evaluation as a human resource management tool implies insufficient utilization of highly qualified human resources, but also the absence of reward even as a form of moral motivation. To be reliable, the evaluation system should be clear, objective, efficient and acceptable. Assessors should be certified, well trained, competent and experienced. Subsequently, for the evaluation of the work achieved, each department of the hospital (nursing, medical, administrative, technical) should have a clearly defined plan with individual realistic, measurable and applicable goals that should be communicated to the staff in time. In recent years a lot of energy has been consumed around the issue of assessment with intense debates and many amendments. The rating system has undergone only marginal modifications in relation to experience and essentially repeats variations of earlier arrangements. However, health professionals today expect a meaningful assessment that could be a human resources management tool, which will be linked to the effort of differentiation and motivation.
Key Words: Evaluation of nursing staff, Human resource Management, Management by Objectives, Performance evaluation, Public administration.
