Director of Human Resources Task

For this task you are going to act as the Human Resources Director of an organization. Your goal is to prepare a role play script to illustrate controlling an employee through progressive discipline measures. Your role play script needs to include:

1. A brief description of the organization and the role of the employee - what is their job and what do they typically do day-to-day?
2. prepare the dialogue between yourself and the employee as the employee needs to be disciplined:
   • Identify at least four different cases, in a progressive manner, that requires the employee to be disciplined by you. Identify what the employee did, or didn't do, in each case and your dialogue with that employee. Make sure you clearly describe how the employee is being disciplined.
   • Work through all four cases, right up to the point the employee is terminated by you. Make sure you make use of and apply progressive discipline.
3. In addition, identify how a manager can use the three types of controls (feedforward, concurrent, and feedback) to ensure that employees are able to work effectively, productivelyand without the need for constant monitoring. Attempt to weave these control measures into your dialogue with the employee.For example, a feedforward control might be a clearly defined and articulated job profile and description, so that the employee knows exactly what all of their job duties are.
4. You may wish to submit a written script or elect to produce a video if you have the time and expertise to do so.Another effective and engaging approach here might be to create a comic strip or graphic novel type of presentation (electronically or hand drawn).In any case, make sure that the task expectations have been followed and met.

Criteria
In my role play script have I included...
	A description of the organization?
	The role of the employee being disciplined?
	At least 4 different cases wherein the employee needed to be disciplined?
	The details of what the employee did or did not do in each disciplinary case?
	The discipline assigned and action taken in each disciplinary case?
Have I also incorporated and applied...
	The concepts of progressive discipline?
	The three types of control: feedforward, concurrent and feedback?
	Effective business terminology using concepts and terms from the course?

Submit your completed script to your teacher for evaluation.

Criteria	Level 1	Level 2	Level 3	Level 4
Knowledge: Are all necessary components of the discussion included in the script? Are concepts incorporated correctly?	Many components of the discussion are not included. Concepts from the course are not understood correctly.	Some of the components of the discussion are included. Concepts from the course are understood with some accuracy.	Many necessary components of the discussion are included. Concepts from the course are understood correctly.	The discussion includes and expands upon all the necessary components. Concepts from the course are incorporated accurately and insightfully.
Thinking: Have careful details been included to describe the infractions and discipline measures? Have the concepts of discipline and control been incorporated seamlessly and realistically?	Details to describe the infractions and disciplinary measures are not included. The concepts of discipline and control have been incorporated poorly or not at all.	Some details to describe the infractions and disciplinary measures are included. The concepts of discipline and control have been incorporated to a certain degree.	Details to describe the infractions and disciplinary measures are included. The concepts of discipline and control have been incorporated well.	Careful details to describe the infractions and disciplinary measures are included. The concepts of discipline and control have been incorporated seamlessly and realistically.
Communication: Is the role play presented in a proper script form, reflecting a natural and realistic conversation that might be had in a business setting?	Role play is not properly formatted into a script. Dialogue is not natural, realistic or reflective of a business setting.	Role play resembles a script form. Dialogue is somewhat natural and realistic but does not necessarily reflect a business setting.	The role play dialogue is presented in a proper script form. Dialogue is reflective of a natural and realistic conversation that might be had in a business setting.	Great effort has been taken to ensure proper script format and an authentic dialogue that would take place in a business setting.
Application: Have the course concepts been applied accurately? Is course terminology adhered to throughout?	Course concepts have not been applied accurately. Little or no course terminology is present in the dialogue.	Some course concepts have been applied accurately. Course terminology is referenced, although not consistently, throughout the dialogue.	Course concepts have been applied accurately. Business and course terminology are adhered to throughout the script.	Course concepts have been woven throughout the dialogue effortlessly and accurately; the terminology is reflective of the course and a business setting.

This was my answer below but the teacher dictated AI in it and says i should repeat it.

Muna Ejeh- Director of Human Resources Task

Organization Description

Pickup Pal systems limited is a mid-sized tech company with a workforce of about 90 employees specializing in developing custom software solutions for logistics and transportation businesses. They provide products or services such as software development, IT consulting, hardware manufacturing, or digital solutions. The company values innovation, customer satisfaction, and employee development.

Employee Role

Carl Stevens is a software developer at Pickup Pal systems. His job description includes writing and testing code, Troubleshooting and fixing software bugs, collaborating with the team members on various projects, and ensuring that the software meets the company's quality standards. Carl is expected to adhere to coding standards, complete tasks within the expected deadlines, and communicate effectively with team members to ensure smooth project execution.

Role Play Script: Progressive Discipline

Case 1: Verbal warning (Lateness) with Feedforward Control

HR Director: Hello Carl, thanks for meeting with me today. I wanted to discuss your recent attendance and have noticed that you have been late to work three consecutive times in the past two weeks. This is starting to impact on our team's overall productivity.

Carl: I'm sorry about that. I've been having some issues commuting to work.

HR Director:I understand what you are going through. However, it's important to be punctual as this is an established organization with work ethics that need to be upheld. To avoid future occurrences, let's review your job role and responsibilities to ensure you understand the importance of punctuality. This is a verbal warning. Please adjust your schedule to ensure you arrive on time going forward. If you need any support, please let me know.

Carl:I will make sure to be on time from now on. Thank you for understanding.

Case 2: Written Warning (Deadline not met) with Concurrent Control

HR Director:Carl, Ineed to talk to you about failing to meet the deadline for Project Phoenix last week, which caused a delay in our overall project timeline.

Carl:I miscalculated the amount of work required. I'm sorry for the oversight.

HR Director:Meeting deadlines is very crucial in our organization. We'll start having regular checks to monitor your progress at work and address any issues as they arise. At this time, I will be issuing you a second warning, and it's a written one. We will also provide additional training on time management to help you improve. Please sign this document to acknowledge our discussion and the corrective action being taken.

Carl: Thank you. I will work on improving my time management skills. This will not happen again.

Case 3: Suspension: (Substandard Performance) with Feedback Control

HR Director: Hello John, we need to talk about the quality of your recent work. The code you submitted recently has had several critical errors and, in fact, this has been recurring, causing a significant delay in our projects.

Carl: I didn't realize my code was causing so many issues.

HR Director:It is important to maintain high-quality work and be consistent in your performance. As a result of your poor performance, which has been evident for some time now, you have been given a three-day suspension without pay. During this time, I recommend you review our coding standards and guidelines. We are here to support you, but you need to meet our performance requirements. After each project, we'll provide detailed feedback to help you understand where improvements are needed.

Carl: I understand. I'll use this time to reflect and improve on my work.

Case 4: Termination (Ongoing Performance Issues) with Combined Control Measures.

HR Director:Carl, we need to have a serious conversation about your continued poor performance. Please take a seat. Despite our previous meetings, several warnings, and the support we have provided to you, your performance still hasn't improved. There have been more missed deadlines and issues with the quality of your code reviews, which is not acceptable.

Carl:I'm sorry about the issues surrounding my work ethics. I've been trying to improve, but it has been quite difficult for me to stay on track.

HR Director: We appreciate your efforts, but we must make a difficult decision. I am so sorry, but your employment with Pickup Pal will be terminated effective immediately. We'll provide you with your severance package and information about your benefits. We wish you all the best in your future endeavors.

Carl:I am sad to leave this wonderful organization that has been like a family to me and supported me throughout my career. I want to thank you for all the opportunities and support you've given me.

Control Measures

Feedforward Control: At the start of employment, employees receive clearly defined job description and responsibilities on their offer of employment. Also, regular training sessions are held to keep employees up to date on best practices and company standards.

Concurrent Control: Regular check-ins and progress meetings are conducted to monitor ongoing work. During these sessions, immediate feedback is given to promptly address any issues that may arise and ensure that the employee stays on track.

Feedback Control:After projects are completed, a detailed performance review is conducted to assess the work done. Constructive feedback is then provided to help employees learn and improve their skills for future tasks.