The Manager's Performance Management System of St. Luke's Medical Center

Abstract

This study aimed to assess the effectiveness of the manager's Performance Management System of St. Luke's Medical Center. The descriptive survey method of research was used in this study. A researcher-made questionnaire was designed for data gathering. The respondents were then randomly selected junior and senior managers of St. Luke's Medical Center. Majority of the respondents were female, married, aged 21-35 years old, Bachelor's/ College Degree, 11-15 years in service and were not promoted for the last five (5) years in the institution. The respondents' assessments on the level of the Managers' Performance Management System of St. Luke's Medical Center according to Work Behaviors and Key Results Areas were "Very Effective," with a grand mean of 4.67 for Work Behaviors and 4.60 for Key Results Areas. There were significant differences in the respondents' assessments on the level of effectiveness of Manager's Performance Management System of St. Luke's Medical Center when grouped according to age, sex, highest educational attainment, number of years in service and job position level. To enhance or refine the Manager's Performance Management System of St. Luke's Medical Center, further studies and more in-depth insight into the assessments should be looked upon to have a better Performance Management System Tool. Specifically, The Human Resources Group should continue to intensify the establishment of Career Development Plan for currently employed associates, Succession Planning for high-potential associates, and Leadership Competency Mapping across the organization as it is a way of valuing the importance of the associates that would leadto motivation, engagement, and unified workforce.