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When terminating an employee, you should always take in effect preliminary precautions before the entire completion of the termination process. below are a list of 5 important steps that should be taken:
- Ensuring to document any violations in the past.
- Investigation prior to termination
- Avoid sugarcoating of such news
- Distribution of employee handbooks
- Knowing the law

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Complying with Legal and Social Obligations

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Complying with Legal and Social Obligations

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It is important to ensure that you are complying with legal and social obligations at all times. This will prevent you from running into legal disputes with employees in the future as these can be very costly. Knowing the laws are important as you want to be aware of what is and is not acceptable.

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Prior to termination, managers follow a common procedure when it comes to disciplining an employee. It usually begins with a verbal warning where you notify the employee of the problem and tell them the consequences if the issue continues or persists. Repetition of this offense will then lead to an official warning, then to a suspension and lastly a termination.

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When selecting a new employee for a job, it is important that you select the candidate that you believe will perform their job description to the best of their ability than the rest of candidates. Tips for this process include:
- Defining the job before hiring the employee
- Recruit the Right Candidates When Hiring an employee
- Review credentials
- Asking the right interview questions

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Similarly to termination, there are precautions you must take prior to the completion of the downsizing process. To begin:
- Your reasoning for layoff should be kept on file and well documented.
-  Ensure that there are no legal disputes currently going on between employees before layoffs as this may help on the employees end of a legal dispute of discrimination against an individual.
- Begin by selecting the  least performing or valuable employees first to ensure that you retain a strong employee workforce

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The four-fifths rule also known as they 80% rule is the simplest and most common way of estimating adverse impact unless samples are either very small or large. This rule can be calculated using the four steps shown below:
1)  Calculate the selection rate for each protected group that makes up more than 2% of the applicant pool.  The selection rate is equal to the total number or applicants within the group that are hired divided by the total number of applicants within that group.

2)  Observe which group has the highest selection rate.  This is not always the white, male, or "majority" group.

3)  Calculate the impact ratio by dividing the selection rate for each group by the selection rate of the group with the highest selection rate.

4)  Determine if the selection rates are substantially different.  If the impact ratio is less than .8, there is a 4/5ths rule violation.

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Sexual harassment is the harassment in a workplace or professional or social environment that involves the making of unwanted sexual advances or obscene remarks to an individual. As a victim of sexual harassment, it is important that you first confront the offender of this problem as a method of ending this issue. If the problem persists, i would take your problem to the HR Department where they will work towards rectifying the issue. If the problems still persists, it enables you the right to bring them to court for these allegations.

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When employees are hired at a new job, it is often, they go through a learning curve and may not be able to perform at their highest capability. Implementing training courses and programs such as on-the-job training and Apprenticeships will help in terms of the continuous development of performance among the employee personnel .

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As a manager, it is important that your workers are performing well and continuously enhancing their overall performance over time. One method that i believe are important towards managing performance in the workplace are to implement mandatory performance evaluations over a period of time. This entails a way in which you are able to easily monitor overall performance and notice whether there had been an increase or decrease in performance. Below is a chart that may be useful towards Managing & Enhancing Performance in the workplace.

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Human Resource Management is the term used to describe formal systems devised for the management of people in an organization. As a Resource manager, responsibilities include staffing, employee compensation and benefits, and designing work.