Using the HealthStream Performance Center: A First-Hand Experience
By Donna Sue Snyder, Director, Human Resources, HealthStream
I posted earlier this year about the internal implementation of our new system for employee performance evaluation, the HealthStream Performance Center. This is the solution HealthStream has designed to meet the exacting demands for managing talent management in healthcare, and we wanted to put it to the test for HealthStream’s annual performance review process. Now that we’ve used it, I want to share our initial impressions and the feedback we have received about using this system.
Feedback About Our Performance Evaluation Process
Once the evaluation process was complete, we prepared a survey and used it to collect feedback, from employees and managers, to assist us in improvements in the evaluation process. Following is a sample of the positive comments concerning the process and the product:
Positive Reviews of the HealthStream Performance Center
Here are some of the things that employees and their managers told us:
- “I liked being able to comment on my interpretation of my accomplishments before my manager”
- “The previous process only allowed us to react to manager comments”
- “Shorter time involved, clear process”
- ”Good advance training”
- “Ease of use”
- “HPC is very intuitive”
- “Ability to make unlimited comments was very good”
- “Paperless and transparent between employee and manager”
- “Ease of access”
Surveys to Make Performance Evaluations Even Better
We also asked our employees and managers for feedback, which we plan to use to further improve the process. As a human resources professional, I found that it was a pleasure being able to receive candid comments that will assist us in making the necessary improvements to ultimately institute a better process. This will work in the same way that we reach out to our clients for feedback on all the services we provide to them. In most cases, and ours is no different, there are and will be future comments concerning improvements that can be made to the process within HealthStream, just as there are necessary improvements to be made for our clients in their workplaces. The survey helped us identify many of the changes that we need to make in order for the Performance Center, which is already a strong and effective tool, to become even better as we move forward within our own company and with our clients.
A Tool for Healthcare Career Pathing and Succession Planning
Now that we have tested and tried our new product, we can begin to use this tool for ongoing monitoring of performance. The next step is for us to start collecting data for performance measures throughout the next evaluation period. As mentioned in my previous communication, we will also now begin to use this tool for Career Pathing and Succession Planning. Next, we will populate the data library with information, which will in turn allow our managers to mentor and coach their employees in the best direction and assist them to make better use of their valuable time and resources.
An Asset for Talent Management in Healthcare, Now in Use at HealthStream
The HealthStream Performance Center, according to our feedback survey, has already become an asset for our managers and employees. We look forward to updating you again soon, as we continue to use this performance management tool to our best advantage. We anticipated great satisfaction from our employees and our managers, and we are satisfied, based on the survey results, that we have achieved a good level of satisfaction. We also anticipated a secure and reliable information sharing and gathering process, and our survey feedback indicates success. Having anticipated and experienced an improved Talent Management process, we definitely will continue to utilize this powerful tool. What’s best about the experience is that we have already begun to experience improvements and satisfaction in managing the company’s most valuable resources, our employees. Stay tuned for further updates!
Learn More about the HealthStream Performance Center.