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Challenge of performance management
Challenge of performance management
Human relations perspective management
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Independent Contributor
Each Independent Contributor is accountable for reaching established performance objectives, and will be evaluated and reviewed on an ongoing basis. When an Independent Contributor’s performance falls short of his/her expected objectives, behaviors, or skills, a Performance Improvement Plan will be initiated immediately.
During the implementation of the performance improvement plan, written documentation of discussions, counseling, and termination warnings will be maintained by the department manager and Human Resources; with copies given to the Independent Contributor. However, termination, if warranted, may occur at any time even if an employee has not been subject to or completed the Performance Improvement Plan.
A review period will be specified in the Performance Improvement Plan. The length of this period depends on the type and nature of the performance deficiencies involved. If the Independent Contributor fails to meet minimum performance standards or shows unsatisfactory progress during the review period, or subsequently, disciplinary action including termination will take place.
When an Independent Contributor does not successfully complete a review period within the Performance Improvement Plan, termination will result. Termination may still occur at any time during the review period. In addition, immediate termination may result for flagrant conduct such as, but not limited to, insubordination, poor performance, misconduct, or unethical behavior. If circumstances warrant, an Independent Contributor may be terminated without notice.
IT Technician - Union Employee
The union is committed to fair and effective policy through collective bargaining to maintain the safety and good health of our membership. Therefore this progressive disciple policy which was established by the company and the union; is being put into place to establish rules pertaining to IT technician conduct and performance so that all IT technician personnel can conduct themselves accordingly.
These rules are not intended to restrict the IT technician’s legal rights; however they are being established to help IT technicians’ work together according to established company standards. The IT technician’s supervisor will keep him/her informed of all company rules and any changes that may occur. It is company policy that IT technician s will be given sufficien...
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...eriod is up the employee will be terminated.
Sales reps must comply with the standards of behavior set forth by the company in all aspects of their job. The use of company resources, including computer systems, telephones, electronic mail and internet services for personal use may occasionally take place, provided that such use is within the company’s Policy. However excessive use will result in disciplinary actions as appropriate.
Conclusion
These polices are all similar as they in force company policy, performance and ethical behavior. All policies are written and identify the variety of disciplinary actions that may be imposed in a progressive manner. The progressive discipline polices above are written with the intent of promoting a productive work environment.
They are different in that the independent contributor focuses on accountably of established performance goals. Where as the IT technician focuses on improving job performance, and the overseas sales rep deals with meeting sales figures and corrupt activities.
Bohlander, G., and Snell, S., (2004). Managing Human Resources. South-Western College Publishing / Thomson Learning.
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