Performance Improvement Plan Summary

According to Tomal and Schilling (2013) administering discipline to employees and one of the most difficult responsibilities of supervisors and human resource (HR) department. Although, the Performance Improvement Plan (PIP) may eventually result in employment termination; it is not the goal of this process (Heathfield, 2014).

Unfortunately, despite such efforts, an employee may not take responsibility of his/her actions to improve performance and succeed in the job. As such, the PIP should prepared with the following objectives:
• measureable goals completely relevant to the position
• significant details to enable the employee to succeed,
• dates for review meetings with supervisor to discuss progress
• the duration of the PIP (Helen, 2017)

gambling) (Tomal & Schilling, 2013).

Human Resource Action: Schedule a meeting with Mark to broach the concerns raised by his colleagues. Kathy to discuss goals and how best to support her personal development. As the new HR director, there is probably insufficient rapport developed with the teaching and non-teaching staff. Nonetheless, I would thank Mark for his continued service and recommend he contact the confidential Employee Assistance Program (EAP) service to discuss financial matters.

Employee Five: Jill inappropriate workplace behavior (Tomal & Schilling, 2013).

Human Resource Action: Schedule a meeting with discuss her inappropriate workplace behavior, and next steps. First, thoroughly review the complaint against John. Secondly, schedule a meeting with Jill to discuss her inappropriate comments and workplace behavior. Assured Jill that her sexual harassment complaint is being investigated. However, it does not excuse her inappropriate comments or behavior, which should cease immediately, or result in a disciplinary actions. Furthermore, recommend Jill contact the confidential Employee Assistance Program (EAP) service to discuss this matter, which is obviously causing