Professional Documents
Culture Documents
Student Name:
Zubaidah
Abdul Rehman
Al Din
I.D. Number:
20042080
Date
Submitted:
10-12-2006
Course:
Problem Alternatives
Steps alternatives suggested or flow of PIP other than
terminating an employee:
1)
2)
3)
4)
5)
6)
7)
2)
3)
4)
5)
Conclusion
The poor performance of both the employees was due to improper
placement of assigned jobs that they were not talented of.
This will of course lead to employee termination rather than
objectives and tasks achievement.
By implementing the steps above it will also secure other staff
members of the company. If an employee has bad relation
with management then the employee must be either
transferred to a position were dont have to interact with
the manager or train an employee to develop relationships
between management. Every employee poor performance
is not the solution to placed in PIP and terminate but
instead retain the employee and fit in the right post.
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References
1)
HRM Chapters:
Chapter 3, Organizational / Individual Relations and Retention
Chapter 6, Jobs and Job Analysis
Chapter 8, Selecting Human Resources
Chapter 9, Training Human Resources
Chapter 11, Performance Management and Appraisal
2)
Training Courses and Certifications Materials References:
Diploma in Effective Training and Development, 2006
Certificate in HR Practices: Appraisal Systems & Career Development Training, 2005
Certificate in HR Practices: Job Analysis, Descriptions & Evaluation, 2005
Certificate in HR Practices: Coordination Skills, Staff Complaints & Follow-up, 2005
Certificate in Effective Teamwork-Increase your productivity & manage time, 2004
Certificate in HR - Objectives, Staff Task and Goals, 2004
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References continued
3)
Internet Links
http://harvardbusinessonline.hbsp.harvard.edu/b02/en/common/emailfriend.jhtml?pro
ductID=306027
http://training.fws.gov/supervisors/emplrelations/employee_problems.htm
http://www.toolpack.com/performance.html
http://www.govexec.com/dailyfed/1199/112999b2.htm
http://www.opm.gov/perform/plan.asp
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