ITTIHAD UNIVERSITYCOLLEGE OF MANAGEMENT AND INFORMATION SYSTEMS

Course:Human Resources Management 0202331Instructors Name: Dr. Zahi K. Yaseen

Case Study Presentation:Two Tough Calls (A)Harvard Business School Student Name:Zubaidah Abdul Rehman Al Din

I.D. Number: 20042080

Date Submitted: 10-12-2006

*Introduction of Case StudyTo learn about some of the practical and ethical issues involved in termination decisions and also other optional actions that can also e considered instead of termination:Problem Statement and Solution AnalysisProblem Alternatives for wide decision makingImplementation Plan for case studySuggested Solution for solving and problem analysisConclusion if the solution is implemented

*Problem Statement and Solution Analysis Promotion from Lead to ManagerManagement IssuesProblems and Causes of TerryProblems and Causes of Phil

*Problem Alternatives Steps alternatives suggested or flow of PIP other than terminating an employee:

Performance Improvement Objectives and MeetingsRe-Interview and Transfer: Shifting people between positions within the organization.Training and Career DevelopmentPromotionDemotion of Status or SalaryRetirementTermination: last decision after all steps not applicable

*Implementation Plan and Suggested Solution Performance Improvement Plan Terry:Re-Design Job DescriptionChange Job Status before PIPObservation of Assigned TaskTarget achievementCustomer feedback on manuals and written descriptionsTraining and Development of Skills lacking to adopt this new opportunityIncentive or Bonus on positive feedback

*Implementation Plan and Suggested Solution continuedPerformance Improvement Plan Phil:

Re-Design Job Description as Call Centre Manager and Software PRChange Job Status PIPOn the Job Training for developing further skillsEmployee Motivation and Performance Status Meeting before PIPPhil Promoted to Call Centre and PR Administrator (Software)

*Implementation Plan and Suggested Solution continuedThe Program Manager must be independent and firm enough to discuss the above with the Management instead of satisfactory grading. An employee with poor performance is also an important asset to a company. As an employee leaving the company lacking skills still represents the same company and affects the reputation of the company. It is not an effective Manager who stays observing and confirming of poor performance with no proper actions taken or implemented.

The Program Manager requires areas for development such as:Effective Management SkillsEmployee Relation and Performance ImprovementCoaching and Mentoring

*ConclusionThe poor performance of both the employees was due to improper placement of assigned jobs that they were not talented of. This will of course lead to employee termination rather than objectives and tasks achievement.

By implementing the steps above it will also secure other staff members of the company. If an employee has bad relation with management then the employee must be either transferred to a position were dont have to interact with the manager or train an employee to develop relationships between management. Every employee poor performance is not the solution to placed in PIP and terminate but instead retain the employee and fit in the right post.

*ReferencesHRM Chapters:Chapter 3, Organizational / Individual Relations and RetentionChapter 6, Jobs and Job Analysis Chapter 8, Selecting Human ResourcesChapter 9, Training Human ResourcesChapter 11, Performance Management and Appraisal

Training Courses and Certifications Materials References:Diploma in Effective Training and Development, 2006Certificate in HR Practices: Appraisal Systems & Career Development Training, 2005Certificate in HR Practices: Job Analysis, Descriptions & Evaluation, 2005Certificate in HR Practices: Coordination Skills, Staff Complaints & Follow-up, 2005Certificate in Effective Teamwork-Increase your productivity & manage time, 2004Certificate in HR - Objectives, Staff Task and Goals, 2004

*References continuedInternet Linkshttp://harvardbusinessonline.hbsp.harvard.edu/b02/en/common/emailfriend.jhtml?productID=306027http://training.fws.gov/supervisors/emplrelations/employee_problems.htmhttp://www.toolpack.com/performance.htmlhttp://www.govexec.com/dailyfed/1199/112999b2.htmhttp://www.opm.gov/perform/plan.asp