hnd申訴與獎(jiǎng)懲管理outcome

hnd申訴與獎(jiǎng)懲管理outcome

1.Whydoorganisationsneedtohavewrittendisciplinaryprocedures?Give

someexamplesoftheadvantagestotheemployer,andtotheemployee.Reasons:Disciplinaryrulesandprocedureshelporganizationsachievetheoverallpurposeofmaintainingorganizationaleffectiveness,ifdisciplinaryproceduresaremanagedwell,theoutcomeshouldhelptomaintainstandardsandimproveindividualperformance.Itisalsoavitalsourceofinformationformanagementandemployees,andshouldapplyequallytoallworkersinanorganization.

Thelawrequiresallarganisations,evensomebusiness,tofollowaspecificdisciplinaryprocedurewhentheyareplanningtodismissanemployee.

Itisverynecessarytohavewrittendisciplinaryprocedures.Itiscanreinforcethecompanydisciplinaryrules.Theydescribeexactlyhowmanagementshouldtreatpeoplewhentheyhavebreachedanyoftherules,andtheyinformallemployeesabouthowtheywillbetreatediftheybreakrulesoriftheirperformancefallsbelowagreedstandards.

Thewrittenofdisciplinaryproceduresarenecessarytosetstandardsofconductandperformanceinorganisation.Gooddisciplinaryprocedureshelpemployeestokeeptherulesandhelpemployerdealfairlywiththosewhodon't.Thewrittenofdisciplinaryproceduresshouldbeclearandpreferablyputinwriting.Employershouldmakesureallemployeeshaveeasyaccesstowrittencopiesandthattheyunderstandthem.

Examples:

Totheemployer,ithelpstomeettherequirementsoftheemployerwhentheemployeemeetsthestandardsofperformancethatisexpectedfromthem.

Totheemployee,ithelpsthemtomeettherequirementsoftheorganisationbyprovidingadvices,guidanceoraccesstotraininganddevelopmentopportunities.

2.Whatarethepossibleconsequencesofincorrecthandlingofdisciplinary

issues?

?Theunemploymentrateswillincrease,undoubtedly,someemployeeswillmeeteconomic

crisis.Sometimesitwillbringsocietycrisis.

?Thedecreaseofworkefficiency,itwillgainthecostofproduction,letthecompanylossmanyprofits.Inlongterms,itwilldecreaseemployees’welfare.

?Itisawasteoftime,theproductefficiencywilldecrease,gainthecostofproductive.

?Incorrecthandlingofdisciplinaryissueswillledtolowmoral.Itisbadforthecompanydevelopment.

?Itwillleadtopoorrelationshipwithcustomers,sincetheemployees’bademotion.The

customerneedswillnotsatisfy.Ithasbadinfluencestothecompanydevelopment.?Itmayleadlowercorporateimageandthecompanyperformancewillbeworse.?Theproductionwillreduce,thecompanywilllossmanyprofitsandwelfareofemployeeswilldecrease.

3.Preparetheoutlineofadisciplinaryprocedure,statingwhatinformation

wouldbeincludedundereachheading.

1.Purposeandscope

Thissectionshouldintroducetheaimofthedisciplinaryprocedures,andtargetpopulationoftheprocedures.

2.Principles

Inconsideringissuesofdisciplineinaccordancewiththetermsofthisprocedure,thecompanywillordinarilyabidebythesomeprinciples,suchas:Ateverystageintheproceduretheemployeewillbeadvisedofthenatureofthecomplaintagainsthimorherandwillbegiventheopportunitytostatehisorhercasebeforeanydecisionismade.

3.TheProcedure

Stage1-firstwarning:misconduct

Iftheconductdoesnotmeetacceptablestandardstheemployeewillnormallybegivenawrittenwarning.Thiswillsetoutthenatureofthemisconductandthechangeinbehaviourrequired.Arecordofthewarningshouldbekept,butitshouldbedisregardedfordisciplinarypurposesafteraspecifiedperiod(e.g.,sixmonths).

Stage2:finalwrittenwarning

Iftheoffenceissufficientlyserious,orthereisafailuretoimproveduringthecurrencyofapriorwarningforthesametypeofoffence,afinalwrittenwarningmaybegiventotheemployee.Thiswillgivedetailsofthecomplaint,theimprovementrequiredandthetimescale.Acopyofthiswrittenwarningwillbekeptbythesupervisor.

Stage3-dismissalorothersanction

Ifthereisstillafailuretoimprovethefinalstepintheproceduremaybedismissalorsomeotheractionshortofdismissalsuchasdemotionordisciplinarysuspensionortransfer.4.Grossmisconduct

Thissectionissomeoffenceswhicharenormallyregardedasgrossmisconduct,suchas:deliberatedamagetoorganisationalproperty.Whiletheallegedgrossmisconductisbeinginvestigated,theemployeemaybesuspended,duringwhichtimeheorshewillbepaidtheirnormalpayrate.Anydecisiontodismisswillbetakenbytheemployeronlyafterfullinvestigation.

5.Appeals

Inthissection,includingsomeproceduresofhowtoappealsifanemployeewhowishestoappealagainstadisciplinarydecision.

4.Whatpracticalmeasurescouldanemployerusetoensurethatadisciplinary

procedureissuccessfullyimplemented?

Herearesomepartscouldensurethatadisciplinaryprocedureissuccessfullyimplemented:?makingtheprocedures:

ImplementdisciplinaryproceduresinaccordanceACASguidelines,whichdescribehowalldisciplineissuesshouldbehandled.

KeepuptodatewithACAScodesofpracticeandguidelinesinrespectofhandingdiscipline,andmakesurethattheorganisation’sprocedurescomplywithmodelsofbestpractice.

Keepinformedofcurrentdevelopmentsinthelegalframeworkthatrelatetoemploymentrights.Specifythelevelsofmanagementthathavetheauthoritytotakethevariousformsofdisciplinaryaction.

?thedemandstoemployees:

Allemployeeshaveaccesstotheseprocedures,andthatnewemployeesareintroducedtothemaspareoftheirinduction.

?thedemandstoemployer:

Ensurethatallstaffsaretrainedtohandledisciplinecorrectlyattheirlevelandinaccordancetheorgansation’spoliciesandprocedures.

Developlinkswithspecialistadvisorstohelpwithspecificcomplexcases.

Ensurethatworksaregivenanexplanationforanypenaltyimposed.

Providearightofappeal.

?neededmethods:

Ensurethatdisciplineactionisnottakenuntilthecasehasbeencarefullyinvestigated.Provideformatterstobedealtwithwithoutunduedelay.

Whensolveproblems,theemployermusthavewrittentotheemployeenotifyingthemoftheallegationsagainstthemandinvitedthemtoameetingtodiscussthematter.Theemployermusthaveheldameetingtodiscusstheallegations,atwhichtheemployeehadtherighttobeaccompanied.Employeesmusthavebeenadvisedoftheirrighttoappealthatdecision.

5.Inthecaseofanemployeewhosetimekeepingandperformancestandards

havebeenpoorrecently,whatstepswouldyoutakebeforedecidingthat

formaldisciplinaryactionwasnecessary?

Beforethereisaformaldisciplinaryaction,weshouldhaveinformalaction.Theveryfirststageofinformalactioncouldconsistofnothingmorethanhavingaquietwordorachatwithanemployee.Duringthisinformalcon