Have reason to believe that my management is placing me under PIP, and even if I did survive the program, it would automatically result in a soured relationship between myself and my manager.

Assuming I get placed on a PIP and said PIP has a 1-month review with a clause stating "Failure to meet the management's outlined expectations of the role will result in a termination or performance review," and I tender my resignation which has a 3-month notice halfway through the PIP, do I follow the time outlined in PIP or my resignation?

Asked several HR practitioner friends, but want to be sure. I understand that in theory, a PIP is not a termination, so a resignation letter and its notice period take priority.  Does anyone else think differently?

I am sure it isnt meant to guarantee removal of a staff but the stigma and career opportunities may appeared damaged by it.  Unless it is full deserving label?  That would be what an external party would think as well.

lucky indeed, else may always carry a bulleye at the back for the old bos.  To survive PIP or not also depend on circumstances and other factors.

Boss who use PIP to instil fear is a stupid move. PIP also involves boss to monitor and comment feedback on the PIP. More work for boss and HR, not just the person on PIP.

PIP is just a reason to give you a hint you are below par and need to be leave.

if bell curve, meaning every year someone will kena.  This lagi stupid..
The system is set up to instill fear to people to perform all the time.

I kena pip before cos someone needs to kena cos of the bodo bell curve concept.
You cant run away...those have flavor in mgr eyes will not kena...and those who did their job will kena cos of it...
I survived..and luckily that mgr resign and new mgr came...
Ofcos u need to perform and get out of the pip...
Get promoted after a year with above average kpi with good bonus..
So..it depends..