Progressive Disciplinary Process DB BUS310

Introduction

One of the job responsibilities of a Human Resources (HR) manager is to address performance issues in a way that improves employee performance. Sometimes, however, performance doesn’t improve, and employees face discipline. In this assignment, you will demonstrate the use of progressive discipline.

Scenario

After getting off to a good start in the first six months of his job at a manufacturing facility, Jim J. began coming in late. His lateness was severe enough that it caused disruption of the production line. Over the next few months, additional problems accumulated: falsifying timecards to cover up lateness, leaving work early, and continued tardiness.

As the HR manager, you contact Jim after the first report of tardiness from Jim’s supervisor. When Jim’s performance problems continued, you created a progressive disciplinary plan. Finally, when Jim’s supervisor reports that Jim was asleep on the production line, you write a recommendation for the company’s director about taking action toward Jim’s employment.

Instructions

Download the

Week 7 Assignment Template [DOCX]

. This template contains forms that you will use to show how you address Jim’s performance problems. Follow the instructions below, which explain what should be included in each of the three parts of the assignment template and their required page length. The textbook, Human Resources, provides information relevant to this assignment in Chapters 6 and 10.

1. Record of First Conversation with Employee. 2–3 paragraphs. Describe your initial conversation with Jim, which takes place after the tardiness incidents begin. Document the report of his performance problem. Deliver feedback that is both constructive and positive related to his performance, sets expectations for improved performance, and lets Jim leave the conversation motivated to do his best.
2. Progressive Disciplinary Plan. 1 page. This plan will address Jim’s continued discipline problems. Imagine you are writing it after the first conversation failed to achieve results, and Jim’s performance problems continued. The goal of the plan is to improve Jim’s performance. It must specify consequences that become more serious if performance problems continue. It should set expectations for improved performance.
3. Recommendation and Documentation.1 page. Imagine you are writing it after the report that Jim was asleep on the production line. 

   Recommendation. Write a recommendation for the consequences that Jim will face. The consequences must align to Jim’s actions described in the scenario. Imagine that you are writing this recommendation after the implementation of the Progressive Disciplinary Plan you created.
   Record of Prior HR Warnings to Employee. Create a record of disciplinary problems and your responses. The record must demonstrate that you (representing HR) followed the Progressive Disciplinary Plan, and it must support your recommendation to the director. Your record should include at least three dated entries of Jim’s behavior and HR responses.

4. Include at least one reference to support your work. Cite that reference on your source page. If you use more than one source, be sure to cite each source that you use in your paper on your source page as well.

This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course.

The specific course learning outcome associated with this assignment is:

• Recommend a plan for addressing performance issues that includes motivational feedback, progressive discipline, and documentation.

Progressive Disciplinary Process

Complete this template based on the scenario and instructions in the Week 7 assignment: Progressive Disciplinary Process. You are acting in the role of the Human Resources Manager for a manufacturing company. Each of the sections of this template simulates a document that will be placed in an employee’s personnel file.

1. Record of first conversation with employee

This part of the assignment will be 2–3 paragraphs in length.

Employee Name:

Human Resources Manager:

Date of Interaction with Employee:

Nature of the communication with employee (verbal or written):

Use the area below to describe the communication. It will expand to accommodate the length of your response.

Description of the incident that led to this contact:

Description of the contents of your conversation with the employee:

2. Progressive Disciplinary Plan

This part of the assignment will be one page in length.

Employee Name:

Human Resources Manager:

Date Presented to Employee:

Each of the sections below will expand to accommodate your comments.

1. Describe the incident(s) that led to the creation of this plan.

2. Purpose of this Plan

3. Describe the progressive steps of the plan, expectations for employee behavior, and consequences of additional incidents.

3. Recommendation and Documentation

This part of the assignment will be one page in length.

a. Recommendation to the Director

Employee Name:

Human Resources Manager:

Date of Recommendation:

Human Resources Manager: Use this space to recommend the action that the company Director should take toward the employee. It will expand to accommodate the length of your response.

b. Record of Prior HR Warnings to Employee

For each warning, include this information: Type of contact (verbal or written), Date, Subject.

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