110 The relationship between the care burdens, perceived stress levels and coping styles of the parents of children having a treatment at haematology-oncology clinics

Abstract

announced in advance and employees are expected to prepare for them. For quality of the interviews it is important that they are carried out an in-depth, systematically managed, planned and confidential. The interviews are also documented. The time required for one interview is between one hour and a half hour. Results and Discussion: For the annual performance appraisal interview to achieve a good final effect, it is necessary to properly plan it, carry it out and evaluate. In the end, it is necessary to use the acquired information prudently for designing strategies for development of employees. The data that are collected in the interviews usefully contribute to the decision-making process in regard to the functioning of the organization in the future. In the process of preparation of the OI for Joint Commission Accreditation the interviews are becoming an important element for other levels of leadership and other professions in our organization and can be successfully introduced. They will also contribute to excellence in human resource management. Conclusions: The annual performance appraisal interviews are an effective tool for employees’ development. It is a way for the employees to enhance motivation, job satisfaction and loyalty to organization. If employees carry out work responsibilities with satisfaction their work is done faster and more efficiently. The interviews that are performed with quality and have an important and valued place in human resource management have the motivational power to encourage and empower the employees for their professional and personal development. No conflict of interest.