strategy for human resource management lecture 9 hrm 765

Strategy for Human Resource Management

Lecture 9

HRM 765

Last Lecture

• Basic rights of employees• Honesty/Drug Tests • Whistle-blowing• Employee Monitoring and Workplace Security

• Theft• Revealing of trade secrets to competitors• Using the customer database for personal gain

• Workplace Romance • The Employment-at-Will Doctrine

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Topic

Employee Rights and HR Communications (Part 2)


Learning Outcomes

After reading this chapter, you will be able to

• Define discipline and the contingency factors that determine the severity of discipline.

• Describe the general guidelines for administering discipline.• Explain the elements of the Hot Stove Rule and their application to

discipline in the workplace.• Identify important procedures to follow when firing an employee.



Discipline and Employee Rights

Discipline

• A system of rules of conduct or method of practice.• The trait of being well behaved.

– A condition where employees conduct themselves in accordance with the organization’s rules and standards of acceptable behavior.



Factors to consider when disciplining

1. Seriousness of the problem (dishonesty vs twenty minutes late)2. Duration of the problem (1st time vs 5th time) 3. Frequency and nature of the problem (continuing pattern) 4. Extenuating factors (the death of her grandfather vs overslept)5. Degree of socialization (an earlier effort to educate the person6. History of organization’s discipline practices (past practices)7. Management backing (need data to back up the necessity)



• The most frequent violations requiring disciplinary action involve:– Attendance– On-the-job behaviors– Dishonesty – Outside activities


Discipline and Employee Rights• Disciplinary Guidelines

– Make disciplinary action corrective rather than punitive.

– Make disciplinary action progressive; i.e. verbal warning, written warning, suspension, dismissal.



• Disciplinary Actions – Written verbal warning– Written warning– Suspension– Dismissal

Less Severe More Severe

Verbal Warning

Written Warning

Suspension Dismissal



• Disciplinary Guidelines The stove is red so be careful.Warning is issued so no chance of another violation. Follow the Hot-stove rule; i.e. immediate

response; ample warning.


Employee Counseling

• Direction or helpful suggestions regarding a decision or future course of action.

• This approach is most appropriate when a performance problem is not amenable to training and development or mentoring and coaching.


Employee Counseling

• Listen to the employee to uncover the reason for poor performance.

• Focus on performance-related behaviors• Get the employee to accept the problem,

and work to find solutions.• Managers are not expected to solve

employee’s personal problems• Employee Assistance Program


Using Employee Communications to Enhance Employee Rights

• Why Use an Employee Handbook? – Helps employees learn about the company– Provides central information source

concerning policies, work rules and benefits. – Helps ensure that HRM policies will be fair,

equitable, and consistently applied.



• Why Use an Employee Handbook? – Creates sense of security and

commitment– Can be used to provide information

to new employees.– Must be seen as useful, concise,

well-organized and must be continually updated.



• Using Information Technology for Employee Communications – Provides greater flexibility and

timeliness of information. – Networked communication - e-mail,

instant messaging, voice intranets and extranets, and the talking Internet.

– Wireless communications - microwave signals, satellites, radio waves and radio antennas, and infrared light rays



• Complaint Procedures – Step 1: Employee-supervisor– Step 2: Employee-employer relations– Step 3: Employee-department head– Step 4: Employee-president



• Why Companies Support Suggestion Programs – Allow employees to tell management what

they perceive they are doing right or wrong – Connected to other management systems,

such as continuous improvement processes

– Suggestions must be acknowledged and employees recognized for their efforts

Summary• Discipline• Factors to consider when disciplining• The most frequent violations requiring disciplinary action involve

– Attendance– On-the-job behaviors– Dishonesty – Outside activities

Make disciplinary action progressive; i.e. verbal warning, written warning, suspension, dismissal.

Hot-stove rule; i.e. immediate response; ample warning.

Employee Counseling.Why Use an Employee Handbook?

Complaint Procedures

strategy for human resource management lecture 9 hrm 765

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