For a Performance Improvement Plan, or PIP, to work, companies need to focus on proper procedure. These policies are designed to help employers record information throughout the process, so HR departments need the tools to do so.
The Society for Human Resource Management recently listed some of the pieces of information that PIP documentation can include so employers cover all of their bases. It’s not enough to simply describe the agenda of the PIP or the offending employee: businesses also may have to compare the current performance with the expected goals to make the discrepancy evident. However, the source notes that the way the PIP plays out may vary from company to company.
It’s important that HR professionals as well as supervisors play an active role in the PIP. Before implementing an HRIS platform that supports PIP management, HR managers can also seek out appropriate HR system selection help from a consultant specialist.
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