Human Resource Management: Worst Case Scenario Essay Example

punishment, but it is important for the person in charge to correct undesirable behavior in accordance with the goals of the organization, as stated by HARM principles. However, in the absence of policies for disciplinary proceedings, a lawyer attempting to discipline employees is rendered ineffective in controlling their behavior within the organization. It is crucial for any business organization to have work policies or human resource policies to assist managers in achieving the goals and expectations of the company based on its strategic plan. These policies provide a blueprint for how daily communication with employees should be handled and enable managers to effectively determine appropriate solutions to problems or questions. While managers cannot be expected to know every policy aspect, this knowledge assists in effective management of employees.

It is crucial for organizations to have policies that outline their expectations for employees. These policies not only help new employees understand their roles but also serve as a reference for current employees in their daily work (Allergen, &Klein, 2000, Para., 3). Failing to address performance issues can have long-term consequences in the workplace, not only affecting individual work quality but also creating negative attitudes among colleagues who may imitate such behavior (Aids, 2013, pig.219). It falls on human resource professionals to develop policies and procedures to prevent such issues from arising. Managers can use these policies to effectively evaluate employee performance and avoid the situation described in Melville's story, where the lawyer did not have any policies in place to handle performance problems with his staff.

Although some of the performance issues within the reader's organization are known, they are rarely addressed directly with the

employees. As Melville (2011, pig.6) notes, even gentle remonstrations had little effect on undesirable behavior. Aids (2013, pig.39) explains that performance appraisals are a method of measuring job performance that can provide dynamic control measures for an organization's administrative, developmental, and strategic needs. In this case, however, strategic control measures such as performance appraisals and problem-solving interviews are not being administered to address performance deficiencies. These interviews allow employees and managers to discuss both successes and problems in order to develop improvement plans aimed at addressing any deficiencies (Aids, 2013, pig.263). With these plans in place, training can be implemented to help employees meet desired performance standards.P. Gain emphasized the significant role of employee training for effective resources management as it can improve productivity and attain a competitive edge in customer service. Conversely, a lack of training can lead to job dissatisfaction and frustration (Gain, 1999, Para.1-2). The lawyer's recruitment strategy for Bartlett, the scrivener, is not well-elaborated in the story except for it being an advertisement. Bartlett was hired on the spot after a brief interview about his qualifications (Melville, 2011, pig.8), despite recommended steps in the interviewing process such as clearly defining job duties, expectations and priorities (Cravings & Klein, 2002, Para.3, 14, 15). This reflects a flaw in the lawyer's human resource management.Melville's story exemplifies poor human resource management, as it portrays an employee who refuses to work shortly after being hired. The organization's pre-existing condition that allowed this employee to pass the interview process is evident.