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HRMTP12

Beverly faces several issues with employee Bob Watson, including poor attitude, noncompliance with policies, and negative influence on trainees, which affect team morale and productivity. To improve performance, Beverly should focus on ensuring compliance with laws, establishing accountability, promoting engagement, and securing support from upper management. Suggested HR planning actions include developing a performance improvement plan, mandatory training, and team development initiatives to address Bob's declining performance.

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Krishna Puri
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HRMTP12

Beverly faces several issues with employee Bob Watson, including poor attitude, noncompliance with policies, and negative influence on trainees, which affect team morale and productivity. To improve performance, Beverly should focus on ensuring compliance with laws, establishing accountability, promoting engagement, and securing support from upper management. Suggested HR planning actions include developing a performance improvement plan, mandatory training, and team development initiatives to address Bob's declining performance.

Uploaded by

Krishna Puri
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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1. What are the issues that Beverly faces as a supervisor?

Identify the specific performance


improvement results she should seek.

Issues Beverly faces:

 Employee attitude and morale: Bob Watson exhibits poor attitude and disrespect
toward Beverly’s authority.
 Noncompliance with policy: Bob resists adapting to the revised Consumer Credit
Protection Laws.
 Negative influence: Bob discourages trainees with poor work tactics.
 Productivity issues: Bob only chooses easy tasks and avoids challenges.
 Lack of support from upper management: Tony Ianelli is not taking appropriate action
against Bob.
 Communication gaps: Bob ignores formal communications like the circulated flier.

Performance improvement results Beverly should seek:

 Compliance: Ensure full understanding and adherence to the Consumer Credit


Protection Laws.
 Accountability: Establish clear expectations and consequences for all team members.
 Engagement: Promote a positive and respectful work culture.
 Productivity: Encourage a balanced workload and fair task distribution.
 Support systems: Secure stronger managerial backing from Tony and HR.

2. Do you agree that Bob should be transferred to another department if he does not perform
well? If you are Tony, what would you have done differently?

Yes, if Bob continues to underperform and negatively affect the team, a transfer—or other
corrective action may be necessary. However, transferring a problem without solving it is not
ideal.

3. How would you address the case with HR planning?

HR Planning actions:

 Develop a PIP for Bob, with measurable goals and deadlines.


 Mandatory training on compliance and professional behavior.
 Coaching or counseling to address personal and professional issues affecting
performance.
 Documentation of behavior and HR interventions to ensure accountability.
 Succession planning to prepare for future leadership gaps, possibly replacing Bob if
improvement doesn’t occur.
 Team development initiatives to rebuild morale and collaboration.

4. Given Bob’s career stage, what steps should Beverly do to save or improve Bob’s declining
performance?

Steps Beverly can take:

 One-on-one discussion: Have an honest but empathetic conversation to understand


Bob’s motivations and frustrations.
 Mentorship: Reframe Bob’s role as a mentor to juniors to give him purpose and
responsibility.
 Set clear expectations: Reinforce policies and performance standards, especially
regarding legal compliance.
 Recognition and support: Acknowledge past accomplishments while offering support to
help him adapt to new expectations.
 Collaborate with HR and Tony: Ensure a united front in addressing Bob’s issues, making
sure he knows the consequences of continued noncompliance.

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