Performance Improvement Plan

Performance Improvement Plan

LaChica Wilson

Leading & Managing Workplace Learning

HRM 5015

Vincent Pellettiere

Abstract

Planning a training program to support human resources (HR) functions in an organizational setting involves assessing the need, designing the materials to support human resource professionals, developing the training program, implementing the program and evaluating the impact of the program on departmental operational metrics. HR professionals support the company and require skill development to do so. Effective training programs ensure HR professionals can provide employee support in the most cost-effective and consistent manner (Tara Duggan, 2015).

According to Susan M. Heathfield a Human Resource Expert (2015), stated that the Performance Improvement Plan (PIP) is designed to facilitate constructive discussion between a staff member and his or her supervisor and to clarify the work performance to be improved. It is implemented, at the discretion of the supervisor, when it becomes necessary to help a staff member improve his or her performance. The supervisor, with input from the affected employee, develops an improvement plan; the purpose of the activities outlined is to help the employee to attain the desired level of performance (para. 1).

Strategic management involves aligning business goal action plans with workplace performance objectives. In developing performance plans, a manager must clearly assess a company's mission, vision, values, goals and objectives. The business environment and competitive placement are also evaluated to identify the growth issues faced by the company, devise solutions to challenges and allocate roles and responsibilities to individuals and teams to carry out strategic goals (Vanessa Cross, 2015).

This Performance Improvement Plan will assist the organization in actively achieving a mission to provide 100% access to, and 0% disparities in, quality productivity for the organization. These...