Description
Chapter 6
Assignment: Developing a Performance Improvement Plan (PIP)
Performance improvement plans, or PIPs, can be one of the most powerful tools for managing employee performance. Used correctly, a performance improvement plan can help a struggling employee get back on track or improve an area of weakness, so that the employee can move on to continued growth and opportunities within the organization.
In addition to correcting and improving employee performance, which is the desired outcome, a PIP can also protect the company when improvement does not occur. A PIP creates a paper trail that documents where improvement in performance did and did not occur, as well as what the company did to assist the employee toward a successful outcome. Another advantage of the PIP is that it typically costs less to work to improve an existing employee’s performance than to recruit, hire, and train a new employee.
To begin this Assignment, you will examine the case study, “Missed Pickup Means a Missed Opportunity for 30 Seeking a Fellowship,” provided in this week’s resources.
Then, to complete this Assignment, review the Learning Resources for this week, and other resources you have found in the Walden Library or online, and respond to the following bullets in a 3- to 5-page paper, which will include 2 Appendices.
• Begin your paper with an introduction and then provide a summary of the case study.
• Prepare a needs assessment to analyze both employees’ skill levels identified in the scenario.
• Based on the needs assessment, prepare an analysis of what should have happened, and what actually did happen, in the scenario.
• Based on the needs assessment, evaluate the appropriateness among possible choices of action (strategies), including discipline, development, improvement, or termination for the two employees.
• As a Human Resources professional, create a performance improvement plan for each employee that outlines the following:
o Expected behaviors;
o Metrics for improvement;
o Required action steps;
o Consequences for not meeting the plan’s expected outcomes;
o Their manager’s role.
• Prepare instructions for the manager on how to conduct a meeting with each employee about improvements and consequences.
Your Assignment must include 3–5 references to support your thinking.
Learning Resources
Note: To access this week’s library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.
Required Readings
Note: It is highly recommended that you review the resources in the following order.
Aguinis, H. (2019). Performance management (4th ed.). Upper Saddle River, NJ: Prentice Hall.
• Chapter 10 – “Performance Management, Rewards, and the Law,” pp. 301–321
Hofeditz, M., Nienaber, A.-M., Dysvik, A., & Schewe, G. (2017). “Want to” versus “have to”: Intrinsic and extrinsic motivators as predictors of compliance behavior intention. Human Resource Management, 56(1), 25–49. doi:10.1002/hrm.21774
Budworth, M.-H., Latham, G. P., & Manroop, L. (2015). Looking forward to performance improvement: A field test of the feedforward interview for performance management. Human Resource Management, 54(1), 45–54. doi:10.1002/hrm.21618
Heathfield, S. M. (2019, February 13). Performance improvement plan: Contents and a sample form. Retrieved from https://www.thebalance.com/performance-improvement...
Mooney, J. (2016, January 12). Creating a performance improvement plan: Role for HR, supervisors. Retrieved from https://www.shrm.org/ResourcesAndTools/hr-topics/e...
Case Study: Murphy, D. E. (2004, February 5). Missed pickup means a missed opportunity for 30 seeking a fellowship. The New York Times, p. 18. Reprinted by permission of The New York Times via the Copyright Clearance Center.
Required Media
DiDonato, T. (© 2015). Pay for Performance Isn't Enough [Media file]. Available from Skillsoft at https://laureate.skillport.com/skillportfe/main.ac... OURSE_TOPIC/93248
Note: The approximate length of this media piece is 4 minutes.
Explanation & Answer
Attached.
Outline
Introduction
Body
Conclusion
References
Course Title
Student Name
Institution Affiliation
Date
1
Developing a Performance Improvement Plan (PIP)
Introduction
A performance improvement plan refers to a document put in place to address the
different performance issues as well as the goals that an employee needs to aspire to achieve
in order to develop a good reputation in the eyes of the organization’s executives. It is often
accompanied with a pre-set period of time within which the plan will need to be drawn up and
implemented with the aim of improving the performance of individual employees or teams
within an organizational working environment (Mooney, 2019). This paper will explore the
FedEx case study, identifying the different faults that both the employees of the organization,
the university or institution, as well as the Ministry of Education were responsible for and how
they could have remedied the situation before the issue escalated to the extent it did. It will also
present a performance improvement plan as well as the instructions to the manager on the
important steps that should be taken to implement the plan. A gap analysis will also be
explored, and the key opportunities for improvement provided to look into a way forward for
all the parties who were involved in the case.
Case Summary
This case explores a delivery error which could have been avoided but wasn’t, resulting
in dire consequences that could not be corrected. A courier at Federal Express (FedEx) missed
a pickup of envelopes that contained application letters from students for the Fullbright
research grant. The envelopes were later picked up the following day, a date which proved to
be too late because it was after the deadline. The consequences of this missed pickup was that
30 students from the University of California misses a great opportunity to get the prestigious
Fullbright research grant which could have boosted their future careers as it commands a
resume-building force....
Review
Review
