Submitted by: Sofiya Maharjan, Anjali K.C.
, Urbi Dwa, Prajwol Pokhrel
This Performance Improvement Plan (PIP) is structured upon KRA1 specified in the performance agreement
template (Assignment III) for the HR Officer, in accordance with the guideline provided during the last class
to assume a performance deficiency.
Performance Improvement Plan for HR Officer at Laxmi Group Pvt. Ltd.
The Performance Improvement Plan (PIP) is formulated following multiple discussions involving the
employee, their immediate supervisor, and the HR Head. Tailored specifically for the HR officer, this PIP
encompasses employee details, job role expectations, identified areas for improvement, set improvement
objectives, proposed action steps, necessary resources, progress monitoring mechanisms, anticipated
outcomes, consequences, and a confidentiality commitment, all culminating with signatures.
Employee Information:
Employee Mr. ABC Head of the Ms. XYZ
name Department
HR Officer April 1, 2024
Job title Start date
Human Resource Department Agreed end July 31, 2024
Department
date
Role expectations:
(What is the acceptable performance expected of the employee in this role?)
Mr. ABC is expected to complete recruitment and selection for a minimum of 80% of the vacant positions within 45
days.
Areas of concern:
(In what areas of performance has the employee not met expectations, and what are the root causes of the
issues?)
Mr. ABC filled 35% of the vacant positions, surpassing the 45-day limit.
The identified root cause is a deficiency in qualified candidates resulting from unclear job descriptions.
Improvement goals:
(Define SMART goals that address the areas of concern and agree on milestones to meet the goals.)
Goal and description Milestone
Enhance his skills in developing job descriptions by learning to accurately April 15, 2024
outline roles, responsibilities, authorities, qualifications, and other relevant
Submitted by: Sofiya Maharjan, Anjali K.C., Urbi Dwa, Prajwol Pokhrel
criteria for the top 10 high turnover job positions within the organization.
Enhance proficiency in talent acquisition by acquiring knowledge and May 10, 2024
becoming acquainted with a minimum of five varied channels to attract
potential candidates.
Apply techniques to shortlist candidates aiming for a 20% July 15, 2024
improvement in the quality of shortlisted candidates.
Action plan
(Outline activities that are going to help achieve the improvement goals.)
Goal Activity description Start date Deadline
1 Collaborate with department heads and team leaders to gain insights into the April 1 April 5
specific roles, responsibilities, and qualifications necessary for each of the top
10 high turnover job positions.
2 Enroll in online courses focused on job description writing and analysis, April 6 April 12
specifically tailored to address the requirements of high turnover job positions.
3 Attend webinars hosted by recruitment experts to learn about innovative and May 9 May 9
effective strategies for attracting potential candidates through diverse
channels.
4 Train to create and execute weighted application blanks to enhance the May 15 May 20
initial candidate screening process.
Resources
(What are the resources available to complete the activities outlined in the action plan?)
Resource Description
1 On April 3rd and 4th, a meeting is arranged with department heads and to review the
roles, responsibilities, authorities, qualifications, and other pertinent details related to
the top 10 high turnover positions.
2 ABC institute has been chosen to deliver training on job description development,
scheduled to commence from April 6th and last for one week.
3 Mr. GHI has been designated for a two-hour session covering various recruitment
sources. A separate small meeting space has been arranged to participate in the webinar
scheduled for May 9th from 2pm to 4pm.
4 Access to various sites, including the company's website, LinkedIn, and Facebook, will
be granted to facilitate posting of vacancies and attract potential candidates.
5 XYZ institute has been chosen to deliver training on weighted application blank
scheduled to commence from May 15th and last for three days.
6 Access to software or tools for creating, implementing, and analyzing weighted
application blanks
Submitted by: Sofiya Maharjan, Anjali K.C., Urbi Dwa, Prajwol Pokhrel
Progress tracking
(How is the employee doing in achieving their improvement goals?)
Goal Type of Follow-up Date of check
Collaborate with department heads and team Meeting
leaders
Enroll in online courses Report
Attend webinars Call
Create and execute WAB Memo
Expected Results
Completion of recruitment and selection process for a minimum of 80% of the vacant positions within 45 days.
Consequences
1. If the employee fails to attend the specified training sessions outlined in this plan without providing
a valid reason acceptable to management, they will be subject to immediate disciplinary action,
which may include loss of privileges, reduction in pay, or other appropriate measures as determined
by the organization's policies and procedures.
2. Failure to meet the agreed-upon performance improvement goals within the specified timeframe,
which extends until the next performance appraisal, may result in further disciplinary action, up to
and including termination of employment.
Submitted by: Sofiya Maharjan, Anjali K.C., Urbi Dwa, Prajwol Pokhrel
(All details of this Performance Improvement Plan (PIP) are strictly confidential. This includes the employee's
performance issues, goals, progress reports, and any disciplinary actions. Information should only be shared with
involved parties: the employee, their supervisor, and HR. Breach of confidentiality may result in disciplinary action,
up to termination. Employee's signature acknowledges understanding of confidentiality terms.)
Employee Name: Supervisor Name:
Employee Signature: Supervisor Signature:
Date Date
