Blog Purpose

Your Blog Mission, Purpose, or Focus To share HR research, experience and solutions that can be practically implemented by start-ups and small to medium sized companies to contribute to the success of their business.

Describe the Information Available From Your Blog Blume’s HR Blog is geared towards startups and small to medium sized businesses. Posts are fast-paced, brief and provide practical “do-it-yourself” HR solutions and tips for management and business owners.

Posts focus on:

- Management And Coaching

- Hr Systems And Processes

- People Management And The Bottom Line

- Trends And Best Practices In The Start-Up And Small Business World

- Employment Law Compliance

Describe What Makes Your Blog Unique and Worth Reading Small businesses often do not have the resources or need for a full-fledged HR function, but having good people management practices is essential for any business to achieve its full potential. Based on research and the experience of myself and others, this blog provides practical and easily implementable take-aways for its reader.

Advice

If you can only do one thing today to contribute to the future success of your business, catch an employee doing something right and recognize them for it.

Letters Of REprimand !

Reprimand letters are written by the supervisor to provide an official statement of a performance problem that an employee must improve. Letters of reprimand are often a step in the formal disciplinary action process that can result in additional disciplinary action for the employee up to and including employment termination if the employee fails to improve.Letters of reprimand are a significant component in the documentation of an employee performance problem for the employee and the employer. Written letters of reprimand clearly and specifically state the performance that must improve and the consequences if the performance does not improve.Letters of reprimand generally follow verbal coaching by a supervisor. They are frequently preceded by a verbal correction to the employee, called a verbal warning or formal verbal warning, about the performance issue or related performance problems.Depending on the immediacy and the severity of the performance issue, though, the letter of reprimand might start the performance discussion, but this is unusual.

Components of Letters of Reprimand

Effective letters of reprimand have these components.

A clear statement of the problem or the performance issue that the employee must improve.The reprimand letter might enumerate several examples of ways in which the employee can change performance to comply with performance expectations. (This provides the employee with a shared picture or shared meaning around the supervisor’s expectations.)

The impact of the non-performance on the employee’s and the organization’s success. (How the failure to perform is impacting the workplace.)If relevant, a timeline within which the employee’s performance must improve.If relevant, a due date or end date at which time, the performance will be re-evaluated.A clear statement about the consequences an employee can expect if performance fails to improve as described.

The signature of the supervisor or the manager of the employee.The signature of the employee whose performance is the focus of the reprimand letter. The letter generally contains a statement that the employee signature represents receipt of the letter, not necessarily agreement with its contents.An opportunity for the employee to object, in writing, to the contents of the reprimand letter. The employee may agree, disagree, express contrition, and so forth. Rebuttals are attached to the original letters of reprimand.

The OD Saga

When people I meet ask me what I do for a living and I tell themI’m an OD practitioner, the commonest question is “What’s that???!!??”

I don’t blame them. Many OD folks wouldn’t be able to give you a concise 2 minute elevator talk on what Organization Development means!And I thought the best way to begin this blog would be for me to take this up. RIGHT AT THE BEGINNING! And then our conversations forward, can be based on each of the sub-topics that are contained here. Hope that works out! I’m taking this as it comes, and unlike an author, I am not building the beginning, middle and end, so I don’t have a framework going forward. I believe this will evolve, and that I will learn as much as anyone else as this dialog unfolds.

Remember, if you like what you read, please suggest this to other people. I have a chosen goal this year, to help OD professionals the world over get better at what they do. And I aim to do this by facilitating interesting dialog on this blog. And the more minds we have engaged here, the more we will all benefit from the collective, shared knowledge-pool. So here goes:

In the beginning was the wheel…. and from there, everything evolved! Isn’t that right?The OD Wheel, copyrighted by Linkage Learning of the USA, who run probably the best programs on Organization Development and Leadership Development that we can find.When I first saw this wheel, about 6-7 odd years ago, it was like a breath of fresh air. It clarified so simply, all that an OD professional must focus on.

-Does the Organization have a Strategy in place?

-Is the Structure designed to support that Strategy?

-Are the appropriate cultural drivers for the Strategy in place?

-Does the Leadership team have the capabilities required in order to build/sustain the Culture and deliver the Strategy?

-Does the organization have the appropriate Systems and Processes to control, measure, and indicate progress towards the Strategy?

-Are the Performance Measures and Rewards aligned to the Strategic objectives?

-So what emerges is the following, as an OD professional you are tasked with the following:

Ensuring Direction,Ensuring Resources and Support tools/Processes for heading in that direction,Ensuring the Right People are on board and are empowered,Ensuring there is a system of measurement and reward in place,And ensuring that the appropriate culture is in place,Easy? Not at all! Which is why OD professionals are in demand. No, let me correct that, which is why GOOD OD professionals are in high demand.

Rini Saha  MBA [ HR ]
HR Dept. 

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