HR Basics: Employee Discipline

HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore employee discipline, discussing the approaches to and administration of discipline.
Discipline is a process of corrective action used to enforce organizational rules. Problem employees are most often affected by the discipline system. Fortunately, problem employees represent a small percentage of the workforce in most companies. However, if managers fail to deal with problem employees promptly, work outcomes are often negatively affected. Effective discipline should be aimed at the problem behaviors, not at the employees personally, because the goal is to improve performance.
It is often said that 90 percent of aggravation for managers comes from 10 percent of our employees. That is, a small number of employees create the vast amount of discipline work for managers.
A disciplinary process can demonstrate to employees the organization’s commitment to due process and just cause in employment actions. The two most common approaches to discipline are positive discipline and progressive discipline. Regardless of approach, certain standards should be applied to the administration of employee discipline.
An organization with a sound approach to and administration of employee discipline ensures fair and consistent treatment to all employees.

[@ZambeNanga]

Your channel is the best, God bless you.

[@GreggU]

Looking for more learning? Check back for new courses daily at czcams.com/users/GreggLearning.

[@scottlisk5273]

I wanna watch this video all day

[@Flexyourmemes]

I think a sub step 1 should be added to this. Make this the employee isn't deathly ill and forcing himself to come to work, still missing days though before the company starts this progressive discipline. Becoming ill is not misconduct under case law and should not be disciplined. This happened a couple months ago to me . Company broke so many laws, failed to accept/start fmla. Suspended me because I kept missing days as if I was doing it on purpose. Arbitrarily gave me a return to work date without consulting me ort doctor, which includes a whole host of probationary terms(also illegal In fmla cases. They're not allowed to change the conditions of employment after) and terminated me when I didn't agree to those terms. This all only makes sense if they thought I was just making it up. But when my doctor sent them letters and they received my medical records they still persisted. This is what I don't understand. I guess they just didn't want a sick employee working there.

[@roselynbennehamo638]

This was very helpful

[@carolynkearney5197]

Referring to employees as problem employee undermines you good ideas later in the presentation. Employees are not a problem their behaviors are which I believe you were trying to address later.

[@anthonydied8697]

Am I Ill or are you insane..

[@Flexyourmemes]

Also hr is absolutely abhorrent. They provide nothing positive to the company. They suck resources out of it in fact and disuade employees.. I had no idea why ppl hated he so much until I worked for a company that has one. They are absolute bullies. They don't care about the employee, after all I was just a resource to be used. They have no idea how to treat people like they're people and not a number.

[@kevini4295]

If this stuff starts, find a new job.