Approximately 85% of workers admit that they could work harder at their job. This warrants HR policies stipulating how an organization should conduct their employees’ observation, confrontation, and documentation. If an incident of poor work performance is not documented, then it didn’t happen in the eyes of the law. Instead, it becomes a matter of he said, she said.
An employee’s documentation record is a written account of their work actions, discussions, performance, coaching incidents, policy violations, disciplinary actions, investigations, failure to accomplish requirements and goals, and performance evaluation. Documentation should also include positive contributions that include rewards and recognition.
- Employee documents comprise a history of an employee’s relationship with your company.
- Adequate documentation is critical for your business.
Maintaining these records allows the employer and employee to have written history in the employee’s personnel file. In addition, documentation of the employment relationship provides a written form that may be necessary to support such actions as employee promotions, pay raises, and any disciplinary action, including separation of employment.
Confidentiality is an integral part of record keeping. HR professionals are responsible for managing the information regarding an employee’s performance or personal status. This information must be held in confidence and only divulged to people within your company who need to know.
HR documentation checklist:
- What do you need to document?
- What information should be included in your documentation?
- How do you collect this information?
SACS Consulting & Investigative Services, Inc. helps businesses and organizations establish viable HR Policies for the Observation, Confrontation, and Documentation of their employees. Without these policies, there is no repercussion for an employee’s poor work performance and eventual separation of employment, if needed. Contact us to speak with one of our HR Policies professionals today!