HRMT11011 Human Resource Management

“In many cases, managers will assume that talented employees can be left alone while under performing employees require disciplinary actions”

By focusing on the above statement it can be inferred that it is a valid assumption and a generalized thinking of managers. When there are talented employees in the workplace the managers think that they can easily complete their activities efficiently. But in context to underperforming employees it is important to consider the disciplinary action (Buckingham & Goodall, 2015).

Taking an example of a shoe manufacturing industry, it has been examined that there are many employees who are not able to perform effectively. So, in this case the industry focuses on considering performance improvement plan which is one of the popular tools used to bring improvisation in the working pattern of the employees.

In this plan the discussion is made between the employer and employees about the expectations and also what strategies should be devised to meet the expectations. This is the best action that can help the industries to attain goals and objectives (DeNisi & Murphy, 2017).

Puma consider the disciplinary action related to performance improvement plan in which emphasis is given on improving the performance of the under performers. By considering this action the performance of the employees has been enhanced.  Also, the talented employees who are completing their activities with efficiency are awarded accordingly. The company analyzes their performance and offer incentives so that they can give their best towards the organizational operations.

Therefore, it can be concluded that managers assume that the employees who are talented can manage their work but emphasize should be given on the employees who are not performing well. So, in reference to shoe manufacturing industry it has been investigated that company adopted performance improvement plan so that the employees who are not performing well can give their best towards the activities of the company.

References

Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard Business Review, 93(4), 40-50.

DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress?. Journal of Applied Psychology, 102(3), 421.