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Summary Week 5 Assignment 5 1.docx Performance Management: Employee and Labor Relations Southern New Hampshire University Performance Management: Employee and Labor Relations The continued and consistent analysis of an organizations critical strategic human r€4,76
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Summary Week 5 Assignment 5 1.docx Performance Management: Employee and Labor Relations Southern New Hampshire University Performance Management: Employee and Labor Relations The continued and consistent analysis of an organizations critical strategic human r
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Western Governors University
Week 5 Assignment 5 Performance Management: Employee and Labor Relations Southern New Hampshire University Performance Management: Employee and Labor Relations The continued and consistent analysis of an organizations critical strategic human resources initiatives is required for the organizat...
week 5 assignment 5 1docx performance management employee and labor relations southern new hampshire university performance management employee and labor relations the continued and consistent
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Running Head: PERFORMANCE MANAGEMENT: EMPLOYEE AND LABOR RELATIONS
Performance Management: Employee and Labor Relations
Southern New Hampshire University
, PERFORMANCE MANAGEMENT: EMPLOYEE AND LABOR RELATIONS
Performance Management: Employee and Labor Relations
The continued and consistent analysis of an organizations critical strategic human
resources initiatives is required for the organization to successfully meet their objectives and
company goals. A few of the strategic human resources initiatives that organizations must focus
on include employee discipline, performance management, and employee and labor relations.
For the initiative to work effectively, these critical elements of strategic human resources
management must be directly aligned with the organization’s technical competency within the
domain of HR Expertise (HR Knowledge) represented in the SHRM Body of Competency and
Knowledge.
Employee Discipline
There are two types of approaches to employee discipline that employers are
recommended to consider when developing and implementing an employee discipline program.
The two types of approaches are punitive and nonpunitive disciplinary approaches. Punitive
discipline involves disciplining an employee by taking away their privileges, requiring them to
work longer hours or forcing them to work other shifts. Nonpunitive discipline is quite the
opposite and is a program that replaces the need for punitive discipline by replacing the options
with suspension or disciplinary letters which keeps a trail of an employee’s misconduct while
avoiding the possibility of disrupting the flow of work. Despite being given two options to chose
from regarding discipline, research shows that punitive discipline does not belong in the
workplace.
The impact of a punitive disciplinary approach on employee relations can be detrimental
to an organizations success and its ability to retain top talent. Kennedy and Silva (2020)
performed a study on the logic of punitive discipline in the National Hockey League. Kennedy
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