An Employee Relations case study

Karen Smith has worked in your department for six years. While in office, she was a valuable employee, but in the past two years the outcome of your work has declined due to late arrival or absence. Her colleague already guaranteed her and had even completed her work as needed, but they began to complain.

You wanted Karen's problem to be improved and you wanted to become a trustworthy employee you knew before, but you have to face her job.

The next morning you meet her and discuss the performance of her work, she starts to cry, tells you that her husband is abused and that her son takes drugs and is fighting alcoholism and depression. You try to help her talk about these issues. You advise her to visit the employee support program and see the doctor, and at the end of the meeting she seems to be better. She left off your office and she began to deal with these problems as you started a week's vacation.

You think that she is taking steps to improve the situation. You understand that you have never actually discussed talks about her work schedule, but you are sure that she will be fine if she accepts your proposal.

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The company's online employee newsletter regularly publishes examples of ethics and compliance-related events that can be used for team meetings to promote dialogue. Case studies focus on high-risk areas such as information on procedures and policies, disciplinary measures against misbehavior. The goal is to create opportunities to engage in continuous dialogue between employees and their superiors, raise awareness of potential risks and ensure that all employees take immediate and fair action in the event of problems It is to do.

This might sound strange, but some studies show that young employees are more vulnerable to stress than their experienced colleagues. As with other generations, the main problem of "Employee Y" includes financial and economic problems. It is not surprising that most new employees should take over many problems when they start living. The solution in this case is easier. Businesses can provide employees with support tools to address stress and make financial problems easier to solve. If employees are discussing these issues, they can also focus on their work better, but also strengthen the organization that is concerned about their welfare.

This case study has major problems related to employee performance evaluation. Essentially, managers relate their performance to their production output regardless of their physical abilities and efforts. However, they are accused of low productivity and poor efficiency. In addition, there is no clear and effective feedback on their performance - positive or negative? Feedback helps improve employee performance. In fact, in such situations it is important to use a performance evaluation system. It reduces conflicts and increases the likelihood of success. As part of Human Resource Management, Performance Evaluation is an important tool used by managers to evaluate subordinate work and to set clear goals related to future subordinate work. Performance assessment also helps employee compensation systems such as bonuses and promotions