1. © Laura Portolese Dias 2011, published by Flat World Knowledge Human Resource Management By Laura Portolese Dias 10-1

2. © Laura Portolese Dias 2011, published by Flat World Knowledge This work is licensed under the Creative Commons Attribution-Noncommercial-Share Alike 3.0 Unported License. To view a copy of this license, visit http://creativecommons.org/licenses/by-nc- sa/3.0/or send a letter to Creative Commons, 171 Second Street, Suite 300, San Francisco, California, 94105, USA 10-2

3. © Laura Portolese Dias 2011, published by Flat World Knowledge Chapter 10 Managing Employee Performance 10-3

4. © Laura Portolese Dias 2011, published by Flat World Knowledge 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. 10-4

5. © Laura Portolese Dias 2011, published by Flat World Knowledge Handling Performance Types of performance issues – Arrives late/leaves early – Too much time on personal things – Inability to handle proprietary information 10-5

6. © Laura Portolese Dias 2011, published by Flat World Knowledge Handling Performance Types of performance issues – Family issues – Drug and alcohol abuse – Nonperforming – Conflicts with managers or coworkers 10-6

7. © Laura Portolese Dias 2011, published by Flat World Knowledge Handling Performance Types of performance issues – Theft – Ethical breaches – Harassment – Employee conduct outside of work 10-7

8. © Laura Portolese Dias 2011, published by Flat World Knowledge 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. 10-8

9. © Laura Portolese Dias 2011, published by Flat World Knowledge 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. 10-9

10. © Laura Portolese Dias 2011, published by Flat World Knowledge Handling Performance Discipline – Definition – Guidelines to creation of policies and rules Performance appraisal in discipline 10-10

11. © Laura Portolese Dias 2011, published by Flat World Knowledge Handling Performance 10-11 Performance Issue Model – Can be used to develop policies around performance issues

12. © Laura Portolese Dias 2011, published by Flat World Knowledge Handling Performance Investigation of performance issues – Training of managers on documentation Necessary documentation – Investigative interview – Weingarten Rights 10-12

13. © Laura Portolese Dias 2011, published by Flat World Knowledge Handling Performance Progressive discipline process – A series of steps taking corrective action around nonperformance issues 10-13

14. © Laura Portolese Dias 2011, published by Flat World Knowledge Handling Performance Seven Steps of Just Cause – Notice – Reasonable rules and orders – Investigation – Fair investigation – Proof – Equal treatment – Penalty 10-14

15. © Laura Portolese Dias 2011, published by Flat World Knowledge Handling Performance Alternative Dispute Resolution (ADR) – Definition – Step review system – Peer resolution system – Ombudsman system 10-15

16. © Laura Portolese Dias 2011, published by Flat World Knowledge Handling Performance Employee Separation – Resignation – Termination – Absconding – Rightsizing and layoffs – Severance packages 10-16

17. © Laura Portolese Dias 2011, published by Flat World Knowledge Learning Objectives 1.Be able to explain employee rights. 2.Define unions and explain their relation to the HRM function. 10-17

18. © Laura Portolese Dias 2011, published by Flat World Knowledge Employee Rights Employment at Will (EAW) – Definition – Exceptions Wrongful discharge 10-18

19. © Laura Portolese Dias 2011, published by Flat World Knowledge Employee Rights Whistleblowing Constructive discharge Worker Adjustment Retraining and Notification Act (WARN) Privacy rights 10-19

20. © Laura Portolese Dias 2011, published by Flat World Knowledge Employee Rights Labor unions – Definition – Purpose 10-20