Myself Prakash working as manager hr. I am getting problem while taking actions against employees. Actions due to discipline, late coming, unauthorised leave, unnecessary discussions on shop floor . After giving many chances , they are repeating same. While taking actions, which steps do I need to follow. If we want to remove confirm employee how to go against him. please inform.
From India, Pune
2From India, Pune
You need to read - some self study will help.
Industrial Standing Orders as applicable to your state
Industrial Disputes Act
Once you are familiar with disciplinary procedure you can act.
First you need to document the acts of indiscipline and make a record.
Standing orders of the company which would include timings of work,hours of work,leave etc need to displayed in prominent place so that all workers/staff are made aware of the same.
There are many learned members who will guide and help you on specific issues,but one needs to do some home work first.
From India, Pune
Industrial Standing Orders as applicable to your state
Industrial Disputes Act
Once you are familiar with disciplinary procedure you can act.
First you need to document the acts of indiscipline and make a record.
Standing orders of the company which would include timings of work,hours of work,leave etc need to displayed in prominent place so that all workers/staff are made aware of the same.
There are many learned members who will guide and help you on specific issues,but one needs to do some home work first.
From India, Pune
Thanks for giving information. As per your information, standing orders need to display in prominent place. Previously before establishing company rules , first we discussed with all HOD, after that only we make strict.But many members staff and employees ignoring rules. If i ask management , shall i take action, they inform that in our company , work totally depend on persons, there is no automation. So how to do.
From India, Pune
From India, Pune
The management will have to cooperate with you in maintaining discipline.
Stress upon the fact that indiscipline is causing lesser output,poor quality output etc.
Put up statistics of absence without leave,late coming etc for information of management.
By seeing figures,management will probably understand that overlooking basic discipline will not brng good results in any organisation.
Management can start automating work in the company-especially in tasks which are very repetitive in nature and easier to automate.
Unless management is with you it will be difficult for HR alone to change the atmosphere.
From India, Pune
Stress upon the fact that indiscipline is causing lesser output,poor quality output etc.
Put up statistics of absence without leave,late coming etc for information of management.
By seeing figures,management will probably understand that overlooking basic discipline will not brng good results in any organisation.
Management can start automating work in the company-especially in tasks which are very repetitive in nature and easier to automate.
Unless management is with you it will be difficult for HR alone to change the atmosphere.
From India, Pune
Dear Prakash,
Please do not initiate disciplinary process keeping in mind removal of confirmed employees.This can not happen as being impractical and not wanted even at any cost . Possibly, that is reason , your efforts though in the interest of organization made are not being noticed even and soon that will go against you only. This is IR and you will fail miserably.
You have to , rather follow practical approach. Employees to be communicated about prevailing service rules / employment terms and conditions.It takes longer time. Initially , you need your unit Head to start some way or other into confidence with all other Functional Head . The success rate is proportionate to ownership of Unit Head and FHs . I mean that if you have 75% strength of total bosses marching with torch lights in hands to restore basic discipline of late coming, attendance, your aim is achieved more than 75%.So speak to HODs and Unit Heads , Union representatives and HR team members and see that buy in by every concerned person is there from them. Bringing change or iridication of any wrongful practice is job of every body , its organizational issue .You may also refer any specific phenomena or seek any practical option to me at navtaranghrs@gmail.com or can also speak personally to tip you up time and strategic other practical alternatives .Best wishes!!!!
RDS Yadav
Management Adviser and Trainer
Director-Future Institute Of Management and Technology
MOB.-09634532026
From India, Delhi
Please do not initiate disciplinary process keeping in mind removal of confirmed employees.This can not happen as being impractical and not wanted even at any cost . Possibly, that is reason , your efforts though in the interest of organization made are not being noticed even and soon that will go against you only. This is IR and you will fail miserably.
You have to , rather follow practical approach. Employees to be communicated about prevailing service rules / employment terms and conditions.It takes longer time. Initially , you need your unit Head to start some way or other into confidence with all other Functional Head . The success rate is proportionate to ownership of Unit Head and FHs . I mean that if you have 75% strength of total bosses marching with torch lights in hands to restore basic discipline of late coming, attendance, your aim is achieved more than 75%.So speak to HODs and Unit Heads , Union representatives and HR team members and see that buy in by every concerned person is there from them. Bringing change or iridication of any wrongful practice is job of every body , its organizational issue .You may also refer any specific phenomena or seek any practical option to me at navtaranghrs@gmail.com or can also speak personally to tip you up time and strategic other practical alternatives .Best wishes!!!!
RDS Yadav
Management Adviser and Trainer
Director-Future Institute Of Management and Technology
MOB.-09634532026
From India, Delhi
Call the concerned employees individually in the meeting room and issue a initial written warning to him/her stating the reason. In the letter the reason for the warning must be clear and you should also mention that this letter is the continuation of the verbal warning given to him/her. You should make two copies for the warning letter...one for the employee and other for the employer. In the employer copy has to be signed by him/her with his name and date in it. If he or she refuses to sign it then call two witness and get it signed by them on the back and give the copy of the letter to the employee in hand or by mail. file the employer copy in the employee file too. If it is repeated then you may communicate the matter to the management and issue a termination to the employee. once you fire few trouble makers then people will automatically start abiding to the company rules and regulations. Also try editing and making your general code of conduct more strict as per the current conditions. When you are doing something good for the betterment of the company, the management will support you.
From India, Kochi
From India, Kochi
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