Performance Management: HR Policies and Practices in the Workplace

This report delves into the critical role of HR policies in performance management. It outlines the process of developing performance improvement plans, emphasizing the importance of clear communication and documentation of employee expectations. The report explores the roles of HR, employee relations, and industrial relations in resolving workplace conflicts and maintaining a disciplined environment. It also covers providing ongoing feedback and guidance to employees, including addressing poor performance through disciplinary actions like verbal warnings, written warnings, and potential termination. Furthermore, the report highlights the significance of support services such as HR, finance, and IT in streamlining operational processes. It concludes by detailing the necessary steps to be taken before and during staff terminations, emphasizing documentation and legal compliance.

Manage people
performance

Organisational Policies
According to organisational policies, the HR works with the
supervisor to develop a performance improvement plan-
• to ensure improvement in the underperforming employees
• the HR first analyses the expectations of the employees
clearly and documents them (Taylor 2015)
• HR must confront the issues and reviews of performance for
enhancing the performance

To seek assistance from human resource specialists such as-
• human resource,
• employee relation and
• industrial relations
These three have specific roles in the organisation. They are
the important role players to resolve organisation conflicts and
maintains disciplined work place environment (Taylor 2015).

As a manager, providing recognition and continuous feedback
to reinforce excellence in performance through –
• Ongoing performance discussions
• Providing the employees with specific performance pointers
• To provide with correct guidance to the employees
• To let the employee know about the consequences of his/her
behaviour (Daly 2015)

To monitor individuals, and to coach
for demonstrating poor performance,
counsel individuals who perform
below the expectations and
implementing the disciplinary
process-
• Verbal warning
• Written Warning
• Suspension Without Pay
• Reduction of Pay within a class
• Demotion to a Lower Classification
• Dismissal

The kind of support needed to be provided-
• HR
• Finance
• Admin
• Logistics
• IT
Support services are the services that provide internal support
to the main business of the organisation. The main purpose of
the support system is to review the administrative and
operational processes (Clardy 2013).

The necessary actions to undertake before
and while terminating staff in accordance
with legal and organisational
requirements are-
• Careful documentation
• To ensure to have proper basis for
termination
• To ensure all alternatives to termination
have been considered (Cascio 2015)
• To conduct an exit interview
• To prepare a termination document for
further protection of the company
against litigation.

References
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Clardy, A. (2013). A general framework for performance management
systems: Structure, design, and analysis. Performance
Improvement, 52(2), 5-15.
Daly, J. (2015). Human resource management in the public sector:
Policies and practices. Routledge.
Taylor, T., Doherty, A., & McGraw, P. (2015). Managing people in sport
organizations: A strategic human resource management perspective.
Routledge.

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