Analyze HR strategic initiatives of employee and labor relations that positively impact organizational effectiveness. The three critical elements focus on employee discipline, performance management, and employee and labor relations. Scenario:

Consider the following scenario: Assume the role of a human resources director at a U$.$S$.-$based call center that is currently based in the Midwest. The organization plans to expand their call center locations in the states of South Carolina and Tennessee and the country of India and needs to hire $100$ employees. Your organization has been primarily hiring $$local$$ talent, many of whom have been relatives of current employees. The Midwest location is union free but does not have well$-$defined policies to address employee issues. Additionally, the organization$$s approach to performance management is very traditional and may not reflect the needs of today$$s workforce. As the human resources director, you will create a strategic HR plan that addresses goals related to your organization$$s growth. The plan should have an influence across the organization to be successful.

Prompt

Review and analyze that the three critical elements are aligned to the organization technical competency within the HR knowledge domain.

Specifically, the following critical elements must be addressed:

Employee Discipline: Compare punitive and nonpunitive disciplinary approaches, and explain their impacts on employee relations. Identify the steps in a fair employee discipline process and explain the impact to positive employee relations in the organization.

Performance Management: Determine the elements of an effective performance management system, and explain how well the employer$$s system meets organizational needs.

Employee and Labor Relations: Determine the differences between union grievance procedures and nonunion complaint processes, and describe improvements that could be made to a nonunion complaint process. Please provide references or citations for all information provided.