One of the most crucial resources for adequate organization progress is the human resources and the employees. This makes it essential and easier to properly manage the organization’s productivity based on the overall employees’ performances to achieve its mission and effectively maintain a competitive advantage in the market. Therefore, human resource managers are critical pillars behind the business organization’s overall supply management and organizational performance management progress. Performance management refers to establishing shared workforce understanding concerning the organization’s objectives with the employees’ agreed skills, competency, requirements, development plans, and the overall delivery results (Brown et al., 2019). The main aim of performance management is to oversee the organization’s progress, emphasizing the improvement, learning, and development where workforce performance is needed. The performance management processes include various processes such as goal setting, performance measuring, coaching, and further designing of a progressive disciplinary plan for employees who are not adhering to the organizational set objectives. This essay will use Jim J’s job performance scenario to analyze employee progressive performances.
As the Human Resource Manager, I have been mandated to manage the overall organizational progress, analyzing and overseeing the employee’s involvement and participation in the organization’s activities. Based on the administrative rules, when the employee performance does not improve, the employee faces disciplinary actions. As per our organization scenario, Jim J showed excellent employee performance starts for the first six months at the manufacturing facility. However, after six months, Jim J began coming late, causing overall disruption of the organization’s production line. Over the next few months, more problems were accumulated, including falsifying timecards to cover up his lateness, early job leaving, and delinquency in a job. This resulted in creating a progressive disciplinary plan to monitor Jim J’s job performance, which will help conclude his continuity in the organization.
Employee Progressive Discipline Policy Template
This progressive Discipline policy template has been documented for the company’s needs based on the organization’s missions. The employee’s PDP is the initializing stage for advocating the employment policies in every company. The progressive discipline policy critically addresses the steps to be taken in case of the employee’s misconduct. This was affirmed after realizing that many people in the organization make mistakes severally, and few or no follow-ups are made, resulting in overall retendered productivity in the organization. The progressive discipline plans aim to give the employees a second chance to rectify their misconducts and aids in rating employees’ production progress adequately. In addition, advanced discipline plans ensure that severe and continuous offenses are well investigated and dealt with accordingly. It is important to note that the disciplinary program serves equality and equity to all employees irrespective of each role (Lambert et al., 2020). As the organizational human resource manager, the organization’s progressive discipline templates are guided by the following strictness plans in case of any notable misconducts portrayed by an employee. The steps are; verbal warning, informal meeting with the supervisor, formal reprimand, formal disciplinary meeting, penalties, and finally, official termination. All those steps should be authorized, and each step should be well documented and presented to HR for reference.
Based on our case scenario, the first stage was initial communication with Jim J after the beginning of tardiness cases. After Jim Js severe lateness cases led to overall production disruption in Jim Js line, step one disciplinary process was introduced. This is a verbal warning to an employee, and it’s mainly done in a private conversation. In this stage, Jim Js supervisor issues him with a copy of the company’s policy violated, which explained the progressive disciplines steps well. The supervisor, in addition, provided a coaching and mentorship program to Jim to boost his performance productivity. As per adherence to the company’s policy, Jim was given two weeks to correct his behavior before step 2 takes effect. From the two weeks of progressive feedback, it was unfortunate that Jim’s performance did not improve. More problems were accumulated, including falsifying timecards to cover up his lateness, early job leaving, and delay in the job, leading to step 2 of the progressive discipline plan.
Step 2; Progressive Discipline Plan
Progressive Discipline is the step-by-step process designed to modify the unacceptable employees’ misconducts within the organization. The plan is very effective as it allows employers to address the misconduct issues and the overall employee performance issues. An effective program gives employees clear steps to their mistakes step by step and rates their performances, boosting the organization’s productivity (Bugdol, 2018). failure to adhere to supervisors’ warnings, the following steps are handled by organizational managers or the human resource personnel. As the human resource manager, I will summon Jim j and discuss the corrective actions. I will hand him an actionable feedback policy plan that explains how to deal with an unintentional organizational policy violation. Will then give him a grace period of 2 weeks watching, mentoring, and coaching him to see progress, whereby failure to correct his misconduct following steps will occur. Jim will be summoned for a formal disciplinary meeting with HR, supervisors, and the departmental heads. Each will have an open chance to explain their side story and issues Jim misconduct has to the overall performances of the organization production. And this will be the final stage of negotiating Jim’s misconduct, which has seen general disruption on his production line performance. After a formal reprimand meeting, the employee must immediately correct their behaviors; further non-negotiable steps will be taken. It is essential to understand that the aim was to improve Jim’s performance whereby consequences that became more serious were addressed if Jim undisciplined cases continuously. Therefore, immediate misconduct was issued to improve the performance, which was altered from the progressive discipline plan progressive changes failed. However, Jim Js discipline problems continued even after being reprimanded.
Recommendation and Documentation from Progressive Discipline Plan
Employee performance management is an essential tool for both employees and the organization. It creates a good picture of which needs improvement for the employees, thus helping employees improve and grow in their product lines. From the organization’s perspective, performance management aids in understanding the potentiality an organization has to their employees by realizing employees worthy and whom to let go for the organization’s benefit. Following the employee performance recommendation from Jim Js scenario, Jim’s employment contract will be terminated due to the lack of corrective measures from his misconduct, which has led to production disruption. Termination is the last step in the progressive disciplinary plan. It is a non-negotiable approach as the employee has shown a continuous violation of the organizational policies even after being mentored, coached, and given a chance to rectify their misconduct. As the Human resource manager, Jim has been showing misconduct behaviors immediately after six months of employment. The behaviors shown were; job reporting late, causing overall disruption of the organization’s production line. After a first step warning from his supervisor, a few months later, more problems were accumulated, including falsifying timecards to cover up his lateness, early job leaving, and delinquency in the job. Resulting in creating a progressive disciplinary plan to monitor Jim J’s job performance, which will help conclude his continuity in the organization. After a formal disciplinary meeting with the organization disciplinary committee, Jim is reported to have been found asleep in his production line. No changes in his misconduct affect overall productivity. Therefore, giving him a termination letter portrays that he is guilty of severe policy violations.
Bugdol, M. (2018). A Different Approach To Work Discipline. Human Resource Management. Palgrave Macmillan: Springer International Publishing, 12.
Lambert, E. G., Keena, L. D., Leone, M., May, D., & Haynes, S. H. (2020). Distributive and procedural justice effects on correctional staff job satisfaction and organizational commitment. The Social Science Journal, 57(4), 405-416.
Brown, T. C., O’Kane, P., Mazumdar, B., & McCracken, M. (2019). Performance management: A scoping review of the literature and a plan for future research. Human Resource Development Review, 18(1), 47-82.