Labour Relation Act Assignement
Course: Principles of Human Resource Management
Section: Industrial Relations
Assignment: Individual Assignment
Question 1
How employee can be dismissed for poor performance
In today’s work environment it is important that the employees meet the competitiveness of their organisation’s market locally and globally. To have employees that are not performers (Dead Woods) can cost the company an arm and a leg. Poor performers can cost companies a lot of money, not only due to service but due to mistakes they make. More over dealing with them take up a significant part of management time.
Most organisations do not have a system that addresses, and deal away with poor performers openly and honestly.
In these sections we will be looking at the best way to issue a dismissal by following the right process. When dismissing an employee it is important that you prove that there is a good reason and the right procedure is followed. LRA recognise that the reason for dismissal can fall into the following categories 1. The Operational requirement 2. The conduct of the employee 3. The capacity of the employee
The poor performance of the employee falls within the incapacity category not the conduct as some other managers’ turn to confuse this when addressing poor performance problems. The dismissal will be as result of incapacity therefore the Performance Management procedure must be followed not the disciplinary procedure. This is not advisable because the Code of Good Practise: Dismissal (Section 8 of the LRA) provides different guideline for procedure to be followed when dealing with an employee who is not performing to the required standard. It is important to have a separate procedure and guidelines for managing poor performance so that management is not misled into using the disciplinary approach instead of Performance Management Procedure when dealing with dead woods (Poor Performers) in the organisation
Setting up standard that is expected from Employees
As an
Section: Industrial Relations
Assignment: Individual Assignment
Question 1
How employee can be dismissed for poor performance
In today’s work environment it is important that the employees meet the competitiveness of their organisation’s market locally and globally. To have employees that are not performers (Dead Woods) can cost the company an arm and a leg. Poor performers can cost companies a lot of money, not only due to service but due to mistakes they make. More over dealing with them take up a significant part of management time.
Most organisations do not have a system that addresses, and deal away with poor performers openly and honestly.
In these sections we will be looking at the best way to issue a dismissal by following the right process. When dismissing an employee it is important that you prove that there is a good reason and the right procedure is followed. LRA recognise that the reason for dismissal can fall into the following categories 1. The Operational requirement 2. The conduct of the employee 3. The capacity of the employee
The poor performance of the employee falls within the incapacity category not the conduct as some other managers’ turn to confuse this when addressing poor performance problems. The dismissal will be as result of incapacity therefore the Performance Management procedure must be followed not the disciplinary procedure. This is not advisable because the Code of Good Practise: Dismissal (Section 8 of the LRA) provides different guideline for procedure to be followed when dealing with an employee who is not performing to the required standard. It is important to have a separate procedure and guidelines for managing poor performance so that management is not misled into using the disciplinary approach instead of Performance Management Procedure when dealing with dead woods (Poor Performers) in the organisation
Setting up standard that is expected from Employees
As an