Review the following lectures:
The line manager in your organization wants to terminate a long-term tenured employee due to the lack of productivity and improvement over the past six months. Your job, as the organization’s HR generalist, is to meet with the employee to fully understand both sides and possibly mediate a solution. In this meeting, you are collecting information on the problem, testing out some of your own theories, and giving and getting feedback to the employee and recording reactions to it. Your goal is to jointly define the problem and make plans to address it.
- Explain your expectations and goals to this employee.
- Develop questions to determine the root cause of the problem.
- Analyze legitimate concerns that this employee might have that would excuse his or her low productivity.
- Explain how to control the conversation if this employee loses control or if the conversation goes in the wrong direction.
To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.
- Create a 3–5-page Word document.
- Name your file as SU_HRM5090_W2_Project_LastName_FirstName.
The HR Consultant
Human resource management (HRM) is the science of people management within an organization. The responsibilities of a HR department include recruitment, staf�ng, compensation, bene�ts, and training. HR agents are often considered consultants because of their expertise in the legal and regulatory environments. Managers and employees alike, equally rely on the HR department to help solve problems. It is in this context—of a problem solver—that HR agents act as consultants.
Before the HR department is contacted, employees generally have made efforts to resolve their problems. Employees and managers are usually eager to vent their problems to HR with the idea that their problem is unique and in need of professional help. There are some key items for the HR agent to consider when interacting as a neutral party helping to resolve employees’ differences.
The HR agent (or consultant) should be able to follow some basic steps when mediating con�ict. The agent and the employee both need to explain their expectations for each other. Each side needs to be prepared to ask and answer questions. The employee should be prepared to explain exactly what he or she wants to accomplish and what he or she wants you, the HR representative, to do. The HR agent needs to avoid rabbit trails and probe the employee’s root issue. If the discussion trails off into nonrelated items, the HR agent needs to discuss the reason with the employee.
Features of a Good Consultant Review each tab to learn more.
Expert in their �eld
During the interview, the HR agent needs to be prepared to say no and be willing to delay making decisions if further investigation/analysis is required. Depending upon the situation, the HR agent must be prepared to teach employees how to solve the problem themselves. The HR agent may need to explain company policy, procedures, legal requirements, or how the organization manages its resources and internal functions.
From your course textbook Flawless Consulting: A Guide to Getting Your Expertise Used, read the following chapters:
The Contracting Meeting