It doesn't have to. At its best, PIP is a very open, transparent, communicative, supportive method - here is what we need; here's how we believe you can help us; let's work together to meet our mutual targets.

As others have said, in a good company and team, PIP is one amongst many coaching tools, rarely the first one, and can be useful in various situations - somebody not taking a hint or being oblivious, indicator of seriousness, but also to those with potential who need structure and benefit from explicit list. And yes of course, a paper trail and a documented process if things don't work out for various reasons.

I mean, it comes down to how much you trust your HR department to treat you as a human. If you work someplace where that kind of rapport is normal, then great! But that's not been my experience.

Right; in my current company, PIP is created and held by your Coach / Manager. It's orthogonal on whether HR treats you as human :D

People can get their act together especially if external factors were a significant part of the problem. That said, assuming they can find employment elsewhere--which may be easier or harder depending on their skills and location--they're probably better starting fresh somewhere else.

My view is that if your employer is telling you to come to Jesus, the productive relationship is already gone. Work isn't a marriage or a family; if it's not working, you don't have to take extraordinary measures to preserve it.