It is difficult to say what the specific repercussions for a secretary who was falsifying time sheets would be without knowing more about the specific situation and the context in which the falsification occurred. However, as the HR Manager, I would be more inclined to implement the option involving the secretary’s strict probation and signing of a promissory note to repay the company the $5,000. I believe that a number of factors and aspects of the situations should be considered when selecting this option over another.
First, it is important to consider the potential consequences and risks. If the secretary is fired, the company will lose $5.000 and would have to spend time and resources to hire and train a new secretary. However, if the secretary continues working in the company, she is likely to reconsider her actions and unethical behaviors. The feasibility and practicality of this option also have to be considered (Valentine, Meglich, Mathis, & Jackson, 2019). This means considering whether the option is realistic and achievable given the resources and constraints that are available. For example, if the option of disciplinary action is chosen, it is important to consider whether the necessary resources and support are in place to implement the action effectively.
Additionally, I would suggest considering the options in relation to the alignment with goals and objectives of the company. The chosen option should be aligned with the overall goals and objectives of the situation, and should support the achievement of those objectives in a meaningful and effective way (Valentine, Meglich, Mathis, & Jackson, 2019). In this situation, the goal may be to address the issue of falsification and prevent it from happening again in the future. The chosen option would arguably support this goal, as the secretary would learn the consequences of her unethical behaviors. At the same time, she will be given a chance to prove that she is well-intentioned and will not repeat her mistakes.
Reference
Valentine, S., Meglich, P. A., Mathis, R. L., & Jackson, J. H. (2019). Human resource management (16th ed.). Cengage Learning, Boston, MA: South Western Educational Publishing.