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Thread: Human Resource Management (School Project)

  1. #11

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    The size of the organization also gives a general idea of how you would normally deal with it.
    If it is a small entity, these things are usually handled informally, wherever possible. It tends to be better for employee morale.
    The question is whether you want to preserve the working relationship or not, really.
    If this is a star employee normally, you may want to "motivate" them. The truth is though, that "motivation" is probably not going to improve their performance if there is a problem at home (death in the family, etc.)
    If it is NOT normally a star employee, this may point to a lack of internal drive and external motivation is extremely unlikely to be effective, at least over the longer term.
    Most companies just choose to part ways and any "motivation" from HR is simply so that they won't get sued for wrongful termination. It sounds horrible, but that's really how it works.
    Which brings us to, if you are intending to terminate the employee, you need to follow company procedures (which may not conflict with the law), or if there are none, the labour law.

  2. #12
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    Yes, maam.

  3. #13
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    What can an HR officer contribute when the performance of the employee is not improving?

  4. #14
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    What can an HR officer contribute when the performance of the employee is not improving?
    From my experiences in many organizations, what they can offer is both (1) a sounding board for the manager to find another path to improve the situation and (2) an organizationally accepted process for putting the onus of improved performance back on the employee where it often belongs.
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