One of the key responsibilities of an HR assistant is to assist the HR manager with disciplinary or grievance processes. I would like to know examples of what an HR assistant might have to do in this process. How exactly can they assist the HR manager, and what would be their key responsibilities throughout this process?
I would really appreciate some feedback on this one. Thanks.
From United Kingdom, Basingstoke
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1I would really appreciate some feedback on this one. Thanks.
From United Kingdom, Basingstoke
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Dear Member,
In both cases, the HR Assistant can play an important and vital role, viz:
- Coordination: The HR Assistant can coordinate with the individual employee, his supervisor, department head, and HR Manager to collect and collate complaints or grievances, especially in cases of indiscipline.
- Communication: They can draft communications for further action, discuss with the HR Manager to finalize them, and issue them upwards.
- Where necessary, they can assist in arranging physical meetings, etc.
- If competent, they can help analyze the issue, suggest possible solutions, and discuss with the boss.
- With a positive attitude, the sky is the limit because every individual is valuable and has potential.
Regards,
Shailesh Parikh
Vadodara, Gujarat
99 98 97 10 65
From India, Mumbai
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In both cases, the HR Assistant can play an important and vital role, viz:
- Coordination: The HR Assistant can coordinate with the individual employee, his supervisor, department head, and HR Manager to collect and collate complaints or grievances, especially in cases of indiscipline.
- Communication: They can draft communications for further action, discuss with the HR Manager to finalize them, and issue them upwards.
- Where necessary, they can assist in arranging physical meetings, etc.
- If competent, they can help analyze the issue, suggest possible solutions, and discuss with the boss.
- With a positive attitude, the sky is the limit because every individual is valuable and has potential.
Regards,
Shailesh Parikh
Vadodara, Gujarat
99 98 97 10 65
From India, Mumbai
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Thank you for your answer, very informative really appreciate it. I want to become a HR assistant and you have really given me an insight into and area that i was not sure about. Thanks again
From United Kingdom, Basingstoke
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From United Kingdom, Basingstoke
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Dear J,
Of course, Shailesh's given a good answer! Still, I am constrained to state that he could have been a little bit more specific based on the role-play of the positions of the HR Assistant and HR Manager. I don't think that an 'HR Assistant' is a mere clerk in the HR department. To me, in reality, what a junior lecturer is to a professor/H.O.D is that of an HR Assistant to the HR Manager. In other words, an HR assistant is an HR Manager without experience. Hence, in my considered opinion, an HR assistant, apart from his academic qualifications, should have, if not, cultivate to have, certain traits to analyze dispassionately the concepts of disciplining misconduct and grievance redress. Grievance, not only from a human perspective but also from the total perspective of all animate and inanimate things, is always a self-perpetuating phenomenon if not addressed on time and properly as well. When grievances of employees, whether real or feigned, go unnoticed or unattended for obvious reasons, the resultant effect is misconduct, which is antithesis to good conduct. I would, therefore, conclude my answer with the observation that the role of an HR Assistant to the HR Manager, if the organization as a whole is a progressive one, is similar to that of an ideal wife and husband.
From India, Salem
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Of course, Shailesh's given a good answer! Still, I am constrained to state that he could have been a little bit more specific based on the role-play of the positions of the HR Assistant and HR Manager. I don't think that an 'HR Assistant' is a mere clerk in the HR department. To me, in reality, what a junior lecturer is to a professor/H.O.D is that of an HR Assistant to the HR Manager. In other words, an HR assistant is an HR Manager without experience. Hence, in my considered opinion, an HR assistant, apart from his academic qualifications, should have, if not, cultivate to have, certain traits to analyze dispassionately the concepts of disciplining misconduct and grievance redress. Grievance, not only from a human perspective but also from the total perspective of all animate and inanimate things, is always a self-perpetuating phenomenon if not addressed on time and properly as well. When grievances of employees, whether real or feigned, go unnoticed or unattended for obvious reasons, the resultant effect is misconduct, which is antithesis to good conduct. I would, therefore, conclude my answer with the observation that the role of an HR Assistant to the HR Manager, if the organization as a whole is a progressive one, is similar to that of an ideal wife and husband.
From India, Salem
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Dear all,
Apart from what has already been contributed, in any organization, there needs to be a monitoring mechanism for disciplinary inquiries pending within the organization. Having an HR Assistant to assist in the process would greatly benefit the HR head. This assistance would help in expediting the process by acting as the link between the inquiry officer/presenting officer and the department. Through diligent follow-up of the process, many instances can be resolved where matters are held up due to certain bottlenecks such as obtaining records or communicating with witnesses. Additionally, as mentioned before, the HR Assistant can help in preparing draft communications.
KK
From India, Bhopal
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Apart from what has already been contributed, in any organization, there needs to be a monitoring mechanism for disciplinary inquiries pending within the organization. Having an HR Assistant to assist in the process would greatly benefit the HR head. This assistance would help in expediting the process by acting as the link between the inquiry officer/presenting officer and the department. Through diligent follow-up of the process, many instances can be resolved where matters are held up due to certain bottlenecks such as obtaining records or communicating with witnesses. Additionally, as mentioned before, the HR Assistant can help in preparing draft communications.
KK
From India, Bhopal
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The following are the duties of an HR assistant in the area of Disciplinary or Grievance process:
1. His role is only in terms of assisting the HR Manager.
2. He has to prepare the chronological history of the case while sitting with the concerned individual who makes a complaint.
3. He can prepare vital points to be considered and send them to the HR Manager as this will enrich his knowledge in the field.
4. When the enquiry is ongoing, he can take down the proceedings and coordinate with the enquiry officer.
5. Once the enquiry is completed, he can assist the HR Manager in preparing the decision and further action against the employee.
You must know that you will not be allowed to conduct the enquiry or discuss with the person who committed the mistake, etc. It is purely the primary work of the HR Manager to conduct the enquiry and make decisions.
From India, Madras
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1. His role is only in terms of assisting the HR Manager.
2. He has to prepare the chronological history of the case while sitting with the concerned individual who makes a complaint.
3. He can prepare vital points to be considered and send them to the HR Manager as this will enrich his knowledge in the field.
4. When the enquiry is ongoing, he can take down the proceedings and coordinate with the enquiry officer.
5. Once the enquiry is completed, he can assist the HR Manager in preparing the decision and further action against the employee.
You must know that you will not be allowed to conduct the enquiry or discuss with the person who committed the mistake, etc. It is purely the primary work of the HR Manager to conduct the enquiry and make decisions.
From India, Madras
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