HRM and disciplinary procedure
Question 1: Explanation of the principles and practices of handling discipline issues.
1. Introduction
The purpose of employee discipline is to make sure that an individual performs in a manner, which is considered acceptable by the company, not to embarrass or degrade an individual (Edwardsand Wright, 2001).However, the principles of natural justice put attention on procedural fairness and make certain a fair decision is reached through an objective decision maker. Continuing procedural fairness defends the rights of employees and improves public confidence in the process. There are three common rules are referred to natural justice, which are hearing rule, bias rule and evidence rule (Richard, and Johnson, 2004).
2. Practice of HR policies & procedures, Employees should know
There is a requirement for HR policies and procedures in an employment relationship to make sure that both employees and managers are aware of the expectation of the company. In this sense organization needs a framework in which to guide and direct employees, how to behave in the workplace. In the same way employees have to understand their position in the company and its expectations (Fleetwood, & Hesketh, 2009).
Disciplinary rules are applied
Every organization set their HR policies and procedures to deal with their workforce effectively and make the workplace comfortable, they also up-to-date these policies to meet with the present business operation and comply with the law. When an employee does not meet the organizational standard or breach the rules then the organization has to go for the disciplinary process. Disciplinary process can be used primarily to encourage and support employees to improve their attitude rather than imposing punishment (Benschop, 2001). The breach of any rules can be treated as;
Minor misconduct
Misconduct
Gross misconduct
3. Investigation and steps of disciplinary procedure
Once an employee found not to follow the organizational standard, then
1. Introduction
The purpose of employee discipline is to make sure that an individual performs in a manner, which is considered acceptable by the company, not to embarrass or degrade an individual (Edwardsand Wright, 2001).However, the principles of natural justice put attention on procedural fairness and make certain a fair decision is reached through an objective decision maker. Continuing procedural fairness defends the rights of employees and improves public confidence in the process. There are three common rules are referred to natural justice, which are hearing rule, bias rule and evidence rule (Richard, and Johnson, 2004).
2. Practice of HR policies & procedures, Employees should know
There is a requirement for HR policies and procedures in an employment relationship to make sure that both employees and managers are aware of the expectation of the company. In this sense organization needs a framework in which to guide and direct employees, how to behave in the workplace. In the same way employees have to understand their position in the company and its expectations (Fleetwood, & Hesketh, 2009).
Disciplinary rules are applied
Every organization set their HR policies and procedures to deal with their workforce effectively and make the workplace comfortable, they also up-to-date these policies to meet with the present business operation and comply with the law. When an employee does not meet the organizational standard or breach the rules then the organization has to go for the disciplinary process. Disciplinary process can be used primarily to encourage and support employees to improve their attitude rather than imposing punishment (Benschop, 2001). The breach of any rules can be treated as;
Minor misconduct
Misconduct
Gross misconduct
3. Investigation and steps of disciplinary procedure
Once an employee found not to follow the organizational standard, then