Effective human resource management .pptx

How to manage human resource in the organizations for for maintaining the better order and discipline.

1. HRM

2. HRM: Effective Disciplinary Action

3. Effective Human Resource Management Douglas McGregor established the "Red Hot Stove Rule," which serves as a framework for effective disciplinary action in HR. It makes a comparison between the experience of being disciplined and touching a hot stove. A disciplinary procedure refers to a set of procedures used to address alleged employee misbehavior. Organizations generally possess an extensive array of disciplinary measures to implement, contingent upon the gravity of the offense. It is the process of teaching someone to follow guidelines or a set of moral principles.

4. Fundamentals of EffectiveHRM Disciplinary action should be taken as soon as the bad behavior is noticed, much as touching a hot stove causes an immediate burn. This guarantees that the conduct and its outcome are clearly connected. Employees should be informed of the rules and the repercussions of breaching them beforehand, much like you would be advised that touching a hot stove may burn you. This guarantees that disciplinary measures won't be seen as capricious. Consistency: Regardless of identity, everybody who touches the hot stove gets burned. Similar to this, to maintain fairness and avoid partiality, disciplinary actions ought to be taken uniformly against all workers who display the same behavior.

5. Response Rules: Disciplinary action ought to closely trail the inappropriate behavior. This guarantees a direct correlation between the action and the outcome. Example: A worker fails to meet a deadline. The following day, the manager addresses the matter and emphasizes the significance of adhering to deadlines.

6. Caution Rules and consequences should be communicated to employees in advance. By doing this, it is made sure that disciplinary measures are not seen as arbitrary. Example: According to company policy, persistent tardiness will result in disciplinary action. Before taking any further action, an employee who often arrives late is reminded of this policy.

7. Regularity To ensure justice and avoid partiality, disciplinary procedures should be implemented consistently to all employees who display the same behavior. Example: The same policy is broken by two employees. Whatever their positions or tenure, each face the same disciplinary action.

8. Indifferent Discipline decisions Discipline decisions should be made based on behavior rather than sentimentality. The behavior, not the person, should be the main focus. Example: If a management finds that a worker is acting unprofessionally, they will reprimand the worker in the same manner as they would any other worker, emphasizing the conduct rather than the worker.

9. Benefits equity and openness in the course of disciplinary proceedings. enhanced comprehension of expectations and consequences among employees. increased faith in HR and management guidelines.

10. Steps

11. Criticisms Lack of Flexibility Emphasis on Punishment Impersonal Nature Potential for Misuse

12. Alternatives Gradual Discipline A verbal warning is the first step in a series of more harsh measures known as progressive discipline, which can end in termination. Counseling and Coaching Rather than penalizing staff members right away, managers collaborate with them to identify the root causes of their actions and offer direction and assistance to enhance output. Restitution of Rights With this strategy, the employee is involved in coming up with remedies and the focus is on undoing the harm that the bad conduct created. The goal of positive discipline is to help staff members behave in the desired way by emphasizing constructive criticism and positive reinforcement.