5-1 Final Project Milestone Two

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1 5-1 Final Project Milestone Two: Performance Management: Employee and Labor Relations Rachelle Robinson Southern New Hampshire University OL-600: Strategic Human Resource Management Dr. Kathy Rocker January 2024

2 Introduction One of the main issues that human resource managers are faced with is employee discipline in the workplace. This can often be a difficult issue to tackle, and human resource managers and employees should approach employee discipline tactfully and professionally, while ensuring that employees follow guidelines and regulations set forth by the organization. In order to do so, companies should utilize performance management strategies that will help employees reach their goals as well as keeping the organization on the right track. Employee Discipline Employers may need to utilize employee discipline if they are faced with a situation where an employee has violated a regulation or displays behavior that goes against the organization’s code of conduct. When considering the type of employee discipline that is best to use, human resource professionals have a few options of how to approach the situation. Although supervisors are typically responsible for identifying employees who have not been conducting themselves appropriately or are continuously failing to meet their job standards, human resource professionals are expected to provide support when it comes to disciplinary actions. There are two main ways to approach employee discipline, punitive and non-punitive, and both are geared towards making sure the employee is going in the right direction regarding their performance concerns. The most common employee problems come from incompetence or misconduct but are usually not intentional. Punitive employee discipline is the more “old school” or traditional method of handling performance concerns. It can include things such as taking away privileges or docking pay. According to Campbell et al, (2015), supervisors can possibly face apathy, hostility, reduced output along with an uncomfortable work environment, so this

3 method may not be recommended. It can also cause an “us versus them” mentality amongst employees and upper management, or a hostile work environment, which is counterproductive and does not always solve the issue at hand. Non-punitive employee discipline is an approach that offers a more realistic, positive way of reinforcing good conduct and encourages employee accountability. For non-punitive discipline to be effective, the system needs to be linked with a consistent manner that is set with the human resource management programs (Campbell et al, 2015). Meetings should be held with the employee to identify where they have gone wrong and what are the reasonable standards needed to correct the issue at hand. Rather than focusing on punishing the employee, this method focuses on constructive feedback the employee’s responsibility to correct their actions moving forward. Any conversations or meetings held with the employee should be properly documented, as this documentation will also be needed in the case that the employee does not correct their actions and provide justification for termination. Performance Management Performance management is the way that employers can track manage behavior and results of their employees over time. “Performance management systems have three parts: defining, performance, measuring performance, and feeding back performance information” (Noe, et al., p. 330, 2023). There are six purposes of performance management, which include strategic, administrative, developmental, communication, organizational maintenance, and documentation (Noe, et al., 2023). Effective employee performance management is an ongoing process and requires a process be followed in order to ensure the best outcomes. Performance feedback can also be tied to incentives such as merit increases and bonuses. The first step in

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4 successful performance management is to clearly define goals for the desirable outcomes, and procedures that should be followed to achieve those outcomes. Performance should be evaluated at regular intervals throughout the time the employee is working with the organization, identifying areas for continued improvement and where improvement has occurred. Rather than treating it as another task to check off once a year, HR professionals should ensure that this process is ongoing and interactive. If an employee continues to not meet goals set forth by the improvement plan, disciplinary action must escalate. It is critical for organizations to utilize talent management to identify strengths and weaknesses and drive employee engagement with consistent and frequent training and development opportunities (Noe, et al., 2023). Ideally, goals for the employee should be SMART- specific, measurable, achievable, realistic, and tangible. Employee and Labor Relations The purpose of labor unions is to protect employee rights by negotiating for better pay and benefits, as well as ensuring that employers adhere to the applicable labor laws. Employees who are part of a union must file their grievances by following the process outlined in the agreement between the organization and the union. The grievance should be submitted in writing, and it will then undergo a formal review process, and the issue will be addressed accordingly. If a grievance cannot be resolved at the company level, then an arbitration could be the final step, at this time an arbiter will be selected to hear the case at hand, issues can range from dissatisfaction with work assignments to unfair treatment within the workplace (Mayhew, 2019). Organizations want to avoid going to arbitration, so they will do all they can to resolve the issue on a company level in most all situations.

5 For employees who are non-union members, the policy for filing grievances is simpler and more streamlined. An employee has the option to meet with their supervisor, or their human resource staff member to address their concern. If their issue cannot be successfully resolved on a company level, a nonunion member can choose to file a complaint with a federal agency such as U. S. Equal Employment Opportunity Commission (EEOC) or a state fair employment agency. (Mayhew, 2019). In these situations, employees can also choose to hire legal representation to ensure that their employee rights are not in violation by the organization. In order to improve this process, grievances should be addressed and an attempt at a resolution should be made quickly, rather than allowing the situation to become worse over time. There should also be a neutral third-party present to witness any conversations between employee and their supervisor and/or their HR representative.

6 References Campbell, D. N., Fleming, R. L., & Grote, R. C. (1985). Discipline without punishment--at last. Harvard Business Review, 63(4), 162. Retrieved from: https://eds-b-ebscohost- com.ezproxy.snhu.edu/eds/pdfviewer/pdfviewer?vid=2&sid=1ad61ed5-11ab-4ed5-8e91- d588dd4596c4%40pdc-v-sessmgr01 Mayhew, R. (2019). Difference Between a Unionized Vs. a Nonunionized Workforce. Retrieved from: https://smallbusiness.chron.com/difference-between-unionized-vs- nonunionized- workforce-22350.html Noe, R. A., Hollenback, J. R., Gerhart, B., & Wright, P. M. (2023). Human Resource Management: Gaining A Competitive Advantage (13th ed.). McGraw Hill, LLC. The SHRM Body of Competency and Knowledge™. (2018). Retrieved December 14, 2023, from https://www.shrm.org/certification/documents/shrm-bock-final.pdf

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