TRAINING PLAN

Training Plan

Training Needs Analysis

Part 1

Dealing With Poor Employee Performance

When an employee's performance is as poor as the manager thinks of his dismissal, they must be aware of those issues that influence the place of work in a different ways. Employees are required to be aware of the impacts of their performance on organizational goals, objectives, mission and vision and the profitability. Poor performance of employees not only effects organizational outcome, but also leave an impact on the workplace environment and satisfaction of the employees. Manager must be aware of motivational and leadership techniques in order to enhance the performance of employees and to motivate them to perform even better. Motivation and leadership play very important role in the organizational outcome, when employees do not perform and need dismissal manager should think about the causes of bad performance rather than thinking of dismissal; employees performance can be improved by listening their problems and issues of workplace. Poor work takes place for more than one cause; so, there's more than 1 approach to deal with deficiencies of performance. Managers should train their employees and supervisors to handle poor performance by employing all feasible methods and techniques and utilizing the all available resources (Mayhew. R, 2012).

Unfair Dismissal

Unfair dismissal is the phrase in labour laws to illustrate an action of employer when dismissing an employee opposing to the conditions of the Employment Rights Act 1996. It becomes unfair for an employer automatically to terminate a worker, in-spite of duration of employment, for a cause concerning to discrimination or bias defended by the Equality Act 2010, being pregnant or having prior declared specific rights of employment. Or else, an employee have to work for a year to get the employment right in opposition to unfair dismissal (two years if the employee joined the organization on ...