Which of the following actions can HR take in response to performance issues?

Termination of employment is a valid action that HR can take in response to performance issues because it is a necessary step when an employee fails to meet the organization’s standards after adequate warnings and support have been provided. HR is responsible for managing employee relations and ensuring that employees maintain a certain level of performance aligned with the organization's goals and expectations. If performance does not improve sufficiently and consistently after interventions—such as performance reviews, coaching, or performance improvement plans—termination may be necessary to protect the integrity and productivity of the team and organization.

In contrast, job promotions, salary increases, and mandatory overtime are generally not appropriate responses to performance issues. Promotions and salary increases are typically rewards for good performance, not a remedy for underperformance. Similarly, mandatory overtime might be implemented to address workload issues but would not resolve fundamental performance-related problems, which need to be addressed in a more direct and serious manner. Providing consequences like termination signifies an organization’s commitment to maintaining a capable workforce and ensuring that employees meet the necessary standards.