BUS3040-FP_PierronHeidi_Assessment2_1.docx - Capella...

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Capella University BUS-FP3040 Instructor John Devillier September 10, 2019 Performance Management & Training Heidi Pierron
Introduction In this paper I will attempt to explain how performance management is used at my place of employment, Quest Diagnostics. Performance management can help improve employee’s skills and abilities and it can be used to help an employee see that perhaps their current position may not be the right fit. Performance Management System Performance management is a process by which employers and employees can improve the work environment by having workers perform to the best of their abilities (Healthfield, 2019). Typically, a performance management system will have some or all of the following actions: clear job descriptions, recruit potential employees, provide new employee onboarding, provide ongoing education and career development, and assist with exit interviews (Healthfield, 2019). My employer, Quest Diagnostics, is very good with performance management. Our human resources and corporate management team take into consideration aspects from different people and areas of the company to help improve the workplace. Accountability is a value at Quest Diagnostics that is taken seriously as our job impacts test results of patients every day. “ As a company and as individuals, we accept full responsibility for our performance and acknowledge our accountability for the ultimate outcome of all that we do. We strive for continuous improvement, believing that competence, reliability, and rigorous adherence to process discipline are the keys to excellence” ( "QuestCares: Governance, Ethics & Compliance", 2019). How we do this at Quest Diagnostics is fairly straight forward. In the logistics department, where I currently work, performance management really does start with the recruiting process. When I have an open position for a courier, I give the details of the position to my human resources recruiter. She takes my information and creates an ad or job posting on various employment
websites, in the ad she is good at explaining the position, the hours, the pay range and what skills are needed. Once she receives resumes, she will screen applicants that fit the criteria. She then will set up interview times for me and then I have the chance to meet and interview these candidates. This process has been good, and we just added another action into this process. We have added a ride along for potential employees to ride in a company vehicle on a route with a courier for a day to see if the job is something that they think they might like; this also allows for us to see if they would be a good fit. Since we have implemented this ride along process, the courier turnover has dropped almost 30% in about two years. This idea of the ride along came about after several exit interviews. There seemed to be a pattern of turnover due to not really understanding what the job entailed. Even with job details in the ad, it seemed that allowing an

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