HUMAN RESOURCE

Human Resource Case Study

Case Study

Q.1 Explain the HR principles and good practice available to guide employer handling of disciplinary matters with employees, and of employees' grievances.

Nature of Disciplinary and Grievance Matters

A good disciplinary system and procedures are necessary to ensure justice within the premises of the organization in order to have healthy relations. Complaints procedure is also very important for establishing fair relations. This concept discusses the key points of effective disciplinary procedures and procedures for complaints and disciplinary conduct interviews, and interviews for complaints (Broom, J.et.al, p.8). It should be noted at once the difference between disciplinary rules and disciplinary procedures. Disciplinary rules should define acceptable standards of conduct that is expected from employees, as well as the consequences of their violation (often depending on the seriousness of the offense). Disciplinary procedures - and this is an internal administrative mechanism for the application of such rules and effective implementation of the disciplinary action (Pfeffer, J. and Veiga, J. , p. 42). In practice, good disciplinary procedures typically include the expected "rules of conduct" or the rules of the company. If not, then these rules shall be communicated immediately upon reading staff disciplinary procedures. In the development of disciplinary procedures and decision-making, considering how they will work in practice, it is important to pay special attention to another important function, namely the role that may play a formal disciplinary procedures in raising and organizational performance and reduce financial losses, which are often associated lost time due to poor discipline (eg, due to absenteeism, tardiness, lack of skills or because of outright laziness). Discipline should be viewed as a positive aspect of your staff. For any organization it is true that no specific disciplinary framework for staff will not be able to express themselves well and their performance will be lower than those for which they are capable.

ACAS Guidelines

ACAS is the UK Advisory, Conciliation and Arbitration Service. It published a redundancy of guidelines to help employers and workers about the rights and obligations. ACAS redundancy guidelines apply to workers, if they are redundant on the basis of a permanent, temporary or short-form work. ACAS is funded by the British Government, but as an independent organization, free to make their own decisions.

Claim of unfair dismissal and compensation, which can be very difficult for the company. Businesses should develop a clear strategy to try to reduce these demands and create a better atmosphere in the workplace. If the employer and their employees know that people will only be dismissed for legally valid reasons such as redundancy, lack of ability or qualification or non-compliance of rules of conduct, they will be much more relaxed and productive (Becker, B. and Huselid, M. ,p.901).

As an employer, he must have a documentation of any disputes, grievances, mistakes and achievements, that the employee did, as well as track your overall performance, such as the annual review of performance

Positive Approaches to Discipline

Managers and supervisors can help employees perform their tasks (Wall and Wood, ...