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Running head: PERFORMANCE MANAGEMENT AND TRAINING1Fundamentals of Human Resource ManagementPerformance Management and Training Xxxxxxxxxx XxxxxxxxCapella UniversityJune 3, 2020
PERFORMANCE MANAGEMENT AND TRAINING2IntroductionThis assessment is to research paper the topic of performance management and training at my employer, Daimler Trucks North America. Our Corporate offices are located in Portland, Oregon; however, we answer and report to Daimler AG in Stuttgart, Germany. Being governed by an overseas company dictatesour employee performance metrics program and has an impact on how we develop our training programs. Current Performance Management SystemOur company adopted a new system this past year of measuring employee performance, called Impulse – Our People System. Our HR team says it is more than a system; it is a philosophy and the new platform is inspiring and fosters a feedback-centered culture with a focus on development. We no longer have year-end reviews to discuss our accomplishments over the past year, or being rated on a scale of 1-5 of performance categories. Our goals are no longer set by management for everyone across the board. We now are forward looking, have a foundation of feedback and are driving our own development. We no longer rely on our Supervisors or Managers to tell us “how we did this year”. We are in the driver’s seat and in charge of steering our own development ship to go where we want to go and sail towards this is “what I am going to dothis year” mindset. This new philosophy gives each employee the opportunity to leverage our strengths everyday at work. At the beginning of the year I discuss with my Supervisor the goals I have made for my own development, my desire to expand my knowledge and skills and share how I need my immediate Supervisor and Department Manager to support me to be the best I can be. MyContribution module - We, as employees, are more than encouraged, in fact, it is required that we keep a continuous dialogue of our contributions to the organization., This is my chance to identify what I need out of my current position and what my current position needs out of me. From there, I can reflect on why I joined the Supply Chain side of the business as my chosen career field and why I applied for my current position. Asking myself these questions allows me to center and look at my position objectively and understand what I do, why I do it, and what could I improve upon. After taking time to understand what I contribute to my role, my team, and the greater organization, I use a documentation module to record my
PERFORMANCE MANAGEMENT AND TRAINING3contributions to the IMPULSE system in our company intranet platform. Using the MyContribution module, I can document my achievements. I decide how I will measure them, I track my progress and share them withmy manager. I discuss these with my immediate Supervisor who is committed to help me develop but also ensure my contributions are in alignment with one another. Our IMPULSE system is agile, meaning that I am