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hnd申诉与奖惩管理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
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