HR presentation

HR presentation

• 1.
  A Dilemma You havebeen the store manager for a large business for three years but have never had this type of problem employee to handle before. One of your best employee like Darious Judue has recently begun to have some problems. He is showing up to work late at least twice per week, and he miss the mandatory employee meeting on Friday morning. When you ask him about it, he says that he is having some personal problem and will try to get better. For a bit of time, Darious does get better, comes to work on time, and is his normal pleasant self when helping customers. Whoever the situation gets more serious two later when Darious comes to work smelling of alcohol and wearing the same clothes he wore to work to work the before. You overhear some of the employees talking about Darious drinking problem. Prepared By: Darious M. Judue
• 2.
  A Dilemma you pullDarious aside and ask him what is happening. He say his wife kicked him out of the house last night and he stayed with a friend, but he didn’t have time to gather any of his belongings when he left his house. You accept his answer and hope that things will get better. A week later, when Darious arrives for his 07-16 shift, he is obviously drunk. You confronted him again about his problem. But he denies it and saying he isn’t drinking, just tired from everything happening with his wife. You have a meeting with the HR manager and he discuss your options. The options, he says , are based on discipline process developed by HR, and the process help to ensure that the firing of an employee is both legal and fair. As you review the process, you realize that ignoring the behavior early on has an effect on what you do now. • Prepared By: Darious M. Judue
• 3.
  Types of performanceissues One of the most difficult part of managing others isn’t when they are doing a great job, it is when they aren’t doing a good job. In the section, we will address some examples of performance issues and how to them. While not exhaustive, this list provides some insight into the types of problem that may be experienced. 1.Constantly late or leave early. While we know that flexible schedules can provide a work-life balance, managing this flexible schedule is key. Some employee may take advantage and, instead of working at home, perform non work related tasks instead. 2.Doing personal thing at work. Most companies have a policy about using a computer or phone for personal use. For most companies, some personal use is fine, but it can become a problem if someone doesn’t know where to draw the line. 3.Inability to handle proprietary information. Many companies handle important client and patient information. The ability to keep this information private for the protection of others is important to the success of the company 6.Non- performing. Sometimes employees are just not performing at their peak. some causes may include family or personal issues but often it can mean motivational issues or lack of tools and/or ability to do their current job. 4.Family issues. Child-care issues, divorce, or other family challenges can cause absenteeism, but also poor work quality. Absenteeism is defined as a habitual pattern of not being at work. 5.Drug and alcohol absent The US department of state estimates that 40% of industrial fatalities and 47% of industrial injury ca be tired to alcohol and that employees who use substances are 25-30 percent less productive and miss work time more often than non abusing employees . 7.Conflicts with management. While it is normal to have the occasional conflict at work, some employee seem to have more that the average owing to personality issues. Of course, this affects an organization’s productivity.
• 4.
  8.Theft The numbers surroundingemployee theft are staggering. The American marketing Association estimates $ 10 billion is lost annually owing to employee theft, while the FBI estimates up to $ 200 billion annually. Obviously, this is a serious problem that must be addressed. 9.Ethical breaches. The most commonly reported ethical breaches by employees include lying, withholding information, abusive behavior, and misreporting time or hours worked, according to the national business ethics study 10.Harassment. Engagement of sexual harassment, bullying or other types of harassment would be considered issue to be dealt with immediately and, depending on the severity , may result in immediate termination. 11.Conduct outside workplace. Speaking poorly of the organization on blogs or facebook is an example of conduct occurring outside the workplace that could violate company policy. Violating specific company policies outside work could also result in termination. As you can see, some of these problem are more serious than others. Some issues may require a warning, while some may require immediate dismissal. Example (In 2010, thirteen virgin Atlantic employees were fired after posting criticisms about customers and joking about the lack of safety on the Virgin airplanes in a public facebook group.) As an HR professional, it is your job to develop policies and procedures for dealing with such problem.
• 5.
  What influences performance? Whenan employee isn’t performing as expected, it can be very disappointing. When you consider the amount of time it takes to recruit, hire, and train someone, it can be disappointing to find that a person has performance issues. Sometimes performance issues can be related to something personal, such as drug, alcohol abuse, but often it is a combination of factors. Some of these factors can be internal while others may be external. Internal example Internal performance factors may include the following: 1. Career goals are not being met with the job. 2. There is conflict with other employees or the manager. 3. The goals or expectations are not in line with the employee’s abilities. 4. The employee view unfairness in the workplace. 5. The employee manages time poorly. 6. The employee is dissatisfied with the job. External example Some of the external performance factors may include the following: 1. The employee doesn’t have correct equipment or tools to perform the job. 2. The job design is incorrect. 3. External motivational factors are absent. 4. There is a lack of management support. 5. The employee’s skill and job are mismatched. Whether the reason is internal or external, performance issues must be handle in a timely manner.
• 6.
  Defining Discipline Discipline isdefined as the process that corrects undesirable behavior. If an employee is not meeting the expectations, discipline might need to occur. The goal of a discipline process shouldn’t necessarily be to punish, but to help the employee meet performance expectations. Often supervisors choose not to apply discipline procedures because they have not documented past employee action or did not want to take time to handle the situation. When this occurs, the organization lacks consistency among managers, possibility resulting in motivational issues for other employees and loss of productivity. Example There is a balance between too many “rules” and giving employees freedom to do their work. Example, you have a manager in operation and a manager in marketing. They both lead with a different style; the operation manager has a rigid management style, while the marketing manager a laissez-faire approach. One employee in each of the areas is constantly late to work . The marketing may not do anything about it, while the operation manager may decide each tardy day merits a ‘write-up’ and after three write-ups, the employee is let go. see how lack of consistency might be a problem? If the employee is let go, he or she may be able to successfully file a lawsuit for wrongful termination, since another employee with the same performance issue was not let go. Wrongful termination means an employer has fired or laid off an employee for illegal reason, such as violation of anti discrimination law or violation of oral and/or written employee agreements. To avoid such situations, a consistent approach to managing employee performance is a crucial part of the human resources job.
• 7.
  The Role ofthe Performance Appraisal in discipline Beside the written rules, each individual job analysis should have rules and policies that apply to that specific job. The performance appraisal is a systematic process to evaluate employees on(at least) an annual basis. The organization’s performance appraisal and general rules and policies should be the tools that measure the employee’s overall performance. If an employee breaks the rule or does not meet expectation of the performance appraisal, the performance issue model, can be used to correct the behavior. Performance issue model Because of the many varieties of performance issues, we all not discuss how to handle each type in detail here. Instead we present the performance issue model, that can be used to develop policies for fairness and consistency. Mandated issue Single incident Behavior pattern Persistent pattern Intervention We can view performance issues in one of the five areas.
• 8.
  1. Mandated issue Amandated issue is serious and must be addressed immediately. Usually, the mandated issue is one that goes beyond the company and could be a law. Example of mandated issues might include an employee sharing information that violates privacy laws, not following safety procedures, or engaging in sexual harassment. For example, let’s say a hospital employee posts something on his facebook page that violates patient privacy. This would be considered a mandated issue (to not violate private law.) and could put the hospital in serious trouble. These type of issues need to be handled swiftly. 2. Single incident The second performance issue can be called a single incident. Perhaps the employee misspeaks and insult some colleagues or perhaps he or she was over budget or late on a project. These types of incidents are usually best solved with casual conversation to let the employee know what he or she did wasn’t appropriate. Consider this of misstep a development opportunity for your employee. coaching and working with the on this issue can be the best way to nip this problem before it get worse.
• 9.
  3. Behavior pattern thethird of performance issue is the behavior pattern. This can occur when the employee doesn’t think the incident is a big deal because he or she hasn’t been corrected before or may not even realize they are doing something wrong. In this case, it’s important to talk with the employee and let him or her know what is expected. If the employee has been corrected for a behavior pattern but continues to exhibit the same behavior, we then move to the next stage, the persistent pattern. 4. persistent pattern. If the employee has been correct for a behavior pattern but continues to exhibit the same behavior, we called it the persistent pattern. Often you see employees correct the problem after an initial discussion but then fall back into old habits. If they do not self-correct, it could be they do not have the training or the skills to perform the job. 4. Intervention In this phase of handling performance issues, it is important to let the employee know that the problem is serious and further action will be taking if it continues. If you believe the employee just doesn’t have the skill or knowledge to perform he job, asking him or her about this could be helpful to getting to the root of the problem as well.