SHR-121     How to Manage Poor Performance Employee using Performance
                      Improvement (PIP)

  • Overview
  • Course Objectives
  • Course Content
  • For Whom
  • Schedule and Hours
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Managing poor performance through a Performance Improvement Plan (PIP) provides a structured, fair, and transparent approach to help employees get back on track. A well-designed PIP clearly outlines the performance gaps, expected standards, and measurable objectives within a defined timeframe. This ensures the employee understands what needs to improve and removes ambiguity, while demonstrating the organisation’s commitment to performance management rather than immediate disciplinary action.

Effective PIP implementation requires ongoing coaching, regular check-ins, and constructive feedback. Managers should focus on identifying root causes—such as skill gaps, workload issues, or behavioural concerns—and provide appropriate support, training, or resources. Two-way communication is critical, allowing employees to raise challenges and feel supported while being held accountable for progress.

At the end of the PIP period, outcomes should be objectively reviewed against the agreed targets. If performance improves, the employee can be formally acknowledged and reintegrated into normal performance monitoring. If not, the documented PIP process provides a fair and legally defensible basis for further action, ensuring consistency, transparency, and compliance with good industrial relations practices
By the end of this session, participants will:
  • Helping employer to deal with poor performance for probationer and senior employee.
  • Understand the importance of managing performance.
  • Emphasis on the rational of adopting PIP to deal with poor performance.
  • Drafting the company own PIP to suit the company operational and administration need.
  • Section 1: Concept of Security of Tenure in Employment from the Legal Perspective
  • Section 2:  Who is Under Performance Employee / Identify the Problematic Employee in order to Find the Best Solution
  • Section 3: What is Effective Employee Performance Management System
  • Section 4: Under Performance Vs Misconduct  
  • Section 5: Quick Way to Handle Misconduct
  • Section 6: Handing Poor Performance on Probationer,  Permanent and Senior Employee
  • Section 7: Overview of Performance Improvement Plan (PIP)
  • Section 8: Managing, Teaching, Coaching, Counselling and Mentoring
  • Section 9: Legal and Physiological Approach in Dealing with Poor Performance
  • Section 10: Formulating a Performance Improvement Plan






​General Manager, Manager, Head of Department / Division, Human Resources Manager or any personnel who has human resource functional responsibility and Supervisor.
This is a 2-days programme.
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This course runs from 9:00am – 5:00pm with an hour for lunch and periodic short breaks.
 
This is an intensive session designed to include as much discussion as possible. Lunch and breaks provide an opportunity for further questioning and discussion with the instructors.

We are HRD Corp (Human Resource Development Corporation) Registered Training Provider.
​All of our training modules are claimable under HRD Corp.