Scribd Logo
Upload

Welcome to Scribd!

  • 19 views

    Managing Employee Report

    Uploaded by

    Rishelle Mae C. Academía
    This document discusses managing employee performance issues. It identifies types of performance issues like tardiness, personal issues at work, and ethical breaches. It explains internal factors like unmet career goals and external factors like improper tools that can influence performance. It outlines a performance issue model from single incidents to persistent patterns requiring disciplinary intervention. It also covers investigating issues, separating employees, and considerations for rightsizing through layoffs.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    Managing Employee Report

    Uploaded by

    Rishelle Mae C. Academía
    19 views12 pages
    This document discusses managing employee performance issues. It identifies types of performance issues like tardiness, personal issues at work, and ethical breaches. It explains internal factors like unmet career goals and external factors like improper tools that can influence performance. It outlines a performance issue model from single incidents to persistent patterns requiring disciplinary intervention. It also covers investigating issues, separating employees, and considerations for rightsizing through layoffs.

    Original Description:

    for studies

    Original Title

    MANAGING EMPLOYEE REPORT

    Copyright

    © © All Rights Reserved

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    This document discusses managing employee performance issues. It identifies types of performance issues like tardiness, personal issues at work, and ethical breaches. It explains internal factors like unmet career goals and external factors like improper tools that can influence performance. It outlines a performance issue model from single incidents to persistent patterns requiring disciplinary intervention. It also covers investigating issues, separating employees, and considerations for rightsizing through layoffs.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    19 views12 pages

    Managing Employee Report

    Uploaded by

    Rishelle Mae C. Academía
    This document discusses managing employee performance issues. It identifies types of performance issues like tardiness, personal issues at work, and ethical breaches. It explains internal factors like unmet career goals and external factors like improper tools that can influence performance. It outlines a performance issue model from single incidents to persistent patterns requiring disciplinary intervention. It also covers investigating issues, separating employees, and considerations for rightsizing through layoffs.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    You are on page 1of 12

    MANAGING EMPLOYEE

    PERFORMANCE

    RISHELLE MAE C. ACADEMIA


    LEARNING OBJECTIVES

    1. Explain the types of performance issues that occur in the


    workplace, and the internal and external reasons for poor
    performance.
    2. Understand how to develop a process for handling employee
    performance issues.
    3. Be able to discuss considerations for initiating layoffs or
    downsizing.
    Types of Performance Issues

     Constantly late or leaves early


     Too much time spent doing personal things at work
     Inability to handle proprietary information
     Family issues
     Drug and alcohol abuse
     Nonperforming
     Conflicts with management or other employees
     Theft
     Ethical breaches
     Harassment
     Employee conduct outside the workplace
    What Influences Performance?

    When an 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. Some of these factors can be
    internal while others may be external.
    INTERNAL FACTORS

    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 views unfairness in the workplace.
    5. The employee manages time poorly.
    6. The employee is dissatisfied with the job.
    EXTERNAL FACTORS

    1. The employee doesn’t have correct equipment or


    tools to perform the job.
    2. The job design is incorrect.
    3. External motivation factors are absent.
    4. There is a lack of management support.
    5. The employee’s skills and job are mismatched.
    Defining Discipline

    Discipline is defined as the process that corrects


    undesirable behavior. The goal of a discipline process
    shouldn’t necessarily be to punish, but to help the
    employee meet performance expectations.
    Performance Issue Model
    MANDATED ISSUE

    SINGLE INCIDENT

    BEHAVIOR PATTERN

    PERSISTENT
    PATTERN

    DICIPLINARY
    INTERVENTION
    • Mandated issue is usually one that deals with safety or legal issues that go
    beyond the workplace.
    • Single Incident may include a misstep of the employee, and he or she
    should immediately be spoken with to ensure it doesn’t happen again.

    • Behavior Pattern occurs when an employee consistently exhibits a


    performance issue. This type of issue should be discussed with the
    employee and plans taken, such as more training, to ensure it does not
    continue.

    • A persistent pattern occurs when an employee consistently exhibits a


    performance issue and does not improve, despite HR’s talking with him or
    her.

    • At some point during the persistent pattern, disciplinary action will likely
    need to be taken. It is important to develop consistent procedures on how
    to record and handle disciplinary issues.
    Investigation of Performance Issues

    When an employee is having a performance issue, often it is


    our responsibility as HR professionals to investigate the
    situation. Training managers on how to document performance
    failings is the first step in this process. Proper documentation is
    necessary should the employee need to be terminated later for
    the performance issue.
    Employee Separation

    Employee separation occurs in one of three ways.


    First, the employee resigns from the organization.
    Second, the employee is terminated for performance
    issues, and third, an employee absconds. Absconds
    means the employee abandons his or her job without
    submitting a formal resignation.
    Rightsizing and Layoffs

    Rightsizing is a term used when an


    organization must cut costs through layoffs of
    employees. Development of criteria for layoffs,
    communication, and severance package
    discussion are all parts of this process.

    You might also like