Jim J. started arriving late to work after having a strong first six months of employment at a manufacturing firm. His tardiness was so bad that the production line was interrupted. More issues developed over the following few months, including continuing to be late for work, departing early, and fabricating timesheets to conceal tardiness. After Jim's supervisor reports him for tardiness for the first time, you, the HR manager, get in touch with Jim. Jim kept having performance issues, so you came up with a progressive discipline plan. Finally, you draft a suggestion for the company's director regarding taking action regarding Jim's employment after Jim's supervisor reports that Jim was dozing off on the production line.

a). Explain the first discussionwith Jim once the tardy occurrences start. Compose a report about his performance issues. Give Jim constructive and positive criticism on his performance during the talk. This will help him depart with the motivation to perform to the best of his abilities. Give the following details: 1). Name of employee 2). Manager of Human Resources 3). Date of the employee's encounter 4). An account of the event leading up to this conversation. 5). An explanation of the topics discussed in theinteraction with the worker.

b). This strategy will deal with Jim's ongoing issues with discipline. Assume this is writtenafter Jim's performance issues persisted and the initial chat failed to produce results. Jim's performance is to be improved as a result of the strategy. It must outline the increasingly severe penalties that follow persistent performance issues. It ought to establish standards for enhanced output. Give the following details: 1). Name of employee 2). Manager of human resources 3). Date given to worker 4). Describe the occurrence or incidents that prompted the development of this strategy. 5). The goal of this strategy. 6). Explain the plan's successive phases, the standards for employee conduct, and the fallout from more occurrences.

c) Assumewriting this part following the establishment of the Progressive Disciplinary Plan. Make a suggestion on the punishment Jim should receive. The outcomes have to match Jim's actions as they are outlined in the scenario. Maintain a record of any disciplinary issues as well as the actions taken to address them. The documentation must substantiate the director's suggestion and show that the Progressive Disciplinary Plan was adhered to. At least three dated entries detailing Jim's actions and HR's answers should be included in the file. Give the following details: 1. Name of employee 2. Manager of Human Resources 3. The suggested date

4. Suggest the course of action the director of the firm should take with regard to the employee. 5. A history of earlier HR cautions to the worker. Provide the following details for each warning: the topic, the date, and the manner of contact (written or verbal).