Human Resource Management
By Laura Portolese Dias
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Chapter 10
Managing Employee Performance
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Learning Objectives
1. Explain the type 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.
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Handling Performance
• Types of performance issues
– Arrives late/leaves early
– Too much time on personal things
– Inability to handle proprietary information
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Handling Performance
• Types of performance issues
– Family issues
– Drug and alcohol abuse
– Nonperforming
– Conflicts with managers or coworkers
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Handling Performance
• Types of performance issues
– Theft
– Ethical breaches
– Harassment
– Employee conduct outside of work
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Handling Performance
• Performance Influencers
– Internal factors
• Career goals are not being met with the job.
• There is conflict with other employees or the manager.
• Goals or expectations are not in line with the
employee’s abilities.
• The employee views unfairness in the workplace.
• The employee manages time poorly.
• The employee is dissatisfied with the job.
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Handling Performance
• Performance Influencers
– External factors
• Employees don’t have the correct equipment or tools
to perform their job.
• The job design is incorrect.
• External motivation factors are absent.
• There is a lack of management support.
• Employees skills and job are mismatched.
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Handling Performance
• Discipline
– Definition
– Guidelines to creation of policies and rules
• Performance appraisal in discipline
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Handling Performance
• Performance Issue Model
– Can be used to develop
policies around performance
issues
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Handling Performance
• Investigation of performance issues
– Training of managers on documentation
• Necessary documentation
– Investigative interview
– Weingarten Rights
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Handling Performance
• Progressive discipline process
– A series of steps taking corrective action around
nonperformance issues
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Handling Performance
• Seven Steps of Just Cause
– Notice
– Reasonable rules and orders
– Investigation
– Fair investigation
– Proof
– Equal treatment
– Penalty
© Laura Portolese Dias 2011, published by Flat World Knowledge
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Handling Performance
• Alternative Dispute Resolution (ADR)
– Definition
– Step review system
– Peer resolution system
– Ombudsman system
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Handling Performance
• Employee Separation
– Resignation
– Termination
– Absconding
– Rightsizing and layoffs
– Severance packages
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Learning Objectives
1. Be able to explain employee rights.
2. Define unions and explain their relation to
the HRM function.
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Employee Rights
• Employment at Will (EAW)
– Definition
– Exceptions
• Wrongful discharge
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Employee Rights
• Whistleblowing
• Constructive discharge
• Worker Adjustment Retraining and
Notification Act (WARN)
• Privacy rights
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Employee Rights
• Labor unions
– Definition
– Purpose
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