This is achieved in different methods by conducting an individual development plan with frequent 1:1 discussion; Corrective Action/Disciplinary Discussions, or a Performance Improvement Plan, depending upon the situation. Knowing when and how to implement each one of these types of managing Human Resources is critical to achieve a managers goal to maintain the best fit for a job, the employee, and for the company. Create three actual documents written to an employee who directly reports to you as a thorough written example for a specific job in each of the following situations with details. Do not leave out any of these items.

A) Individual Development Plan for the upcoming year. This plan should reflect what the two of you have discussed in a planning meeting and should include the 2 most important business goals and some of the behavioral competencies expected to be exhibited in the associates behaviors and actions (specific to his/her job). Also include discussion of 1 successful competency the associate is currently exhibiting and 1 competency the associate needs to improve in the next year. It is helpful to explain competencies in a STAR format (situation or task, action taken or needs to take place, and result).

B) Corrective Action/Discipline- Be descriptive about a serious issue in which an associate has taken actions that require discipline due to a breach of your company policy. This is a write up to that associate explaining the reasons for the discipline, the behavior being addressed, consequences and expectations going forward.

C) Write an Introductory Letter for a 90-day Performance Improvement Plan with details on what is expected in meeting goals.