Conducting Disciplinary Interviews

All

I hope you find the attached presentation useful.

As HR professionals one of the areas where we can help most is supporting managers who have to discipline an employee.

Managers need support and guidance throughout the disciplinary process. Many managers are inexperienced in such matters and this can lead to basic mistakes being made - which in turn can lead to messy legal claims against the company.

The attached presentation can be used by HR managers to lead a training session for managers.

Attached Files

Carrying out Disciplinary Interviews.pdf (679.9 KB, 617 views)

Hi Ranjit

Thank you ,this is a good presentation and academic one as well as practical one

With best regards

Elisante Yona

Hi Ranjit,

Thank you for sharing such a brilliant, educative and practical presentation. God bless

David

Dear Friend Ranjit Das

I liked your enthusiasm and creativity; but I have certain queries and opinions.

Can you explain what you mean by "Disciplinary Interview" ?

Is it different from Disciplinary Enquiry ?

Are you aware of the formal disciplinary procedures as adopted by Indian companies (PSU and large Public companies) ?

For those covered under the S.O. Acts, disciplinary procedure is always codified in the approved registered Standing Orders.
For executive/managers not covered under S.O., there is a seprate Conduct and Discipline rules.
Both are based on the principle of Natural Justice and are quasi-judicial in nature.

Did you study any real-life organization before making the attached document, or was it just "armchair" research ?

I am afraid, that your well-prepared document will not be applicable in real life and in real companies, as there is a system of formal disciplinary procedure.

Do you have any industry experience or you have just been an "HR Theorist" ?

I do not think there would be any takers of your work; except may be a few MNC's or IT companies; who in any case do not function on ground realities.

I seriously recommend that you get your write-up vetted by a legal expert dealing in labour laws or seasoned HR professionals.

It is one thing to talk and write about HRD activities like Motivation, Succession Planning, Leadership Development etc. and quite another to deal in areas bordering on Indian Laws and Acts.

Please be careful, where you tread. You can call it a "Productivity Interview, or Productivity Counselling or Discipline Counselling" but do not call it as 'carrying out Discipline' because in Indian industries, discipline is not managed in the academic way that you have proposed.

Kindly do not come out, next time, with your own concept of how Bonus should be distributed or Maternity Leave is to be managed. Please study which areas of HR can be modified/improved/changed and which areas are out of bounds of any XYZ consultant and/or require compliances with Govt. rules.

Warm regards.

Excellent addition Mr. Raj. I do agree with him.

Dear Ranjith,

It can be called as Disciplinary procedure or counselling (as mentioned by Raj Kumar) to be followed in the organization and not as disciplinary interview as we already know the offence committed by the employee. In the interview we try to analyze the candidate as he is stranger to us and based upon his answers and other soft skills we decide whether to take him/her on board or not. But in disciplinary issues it is not the case as employee is already inside the company.

You have mentioned coaching and tuitions to be given to employees. Coaching can be agreed if the offence in committed for the first time as to what would be the consequences if it committed once again but tuition???????

Good work

Thanks it is good and to the point

Dear Ranjith

Good effort! and you have been able to put a nice presentation highlighting a new approach to Discipline and Disciplinary Action in organisations. However, for clarity purpose some additional points are missing like
1. It is mainly for non-unionised and managerial persons.
2. It also take in to account the existing SO of the company and Principles of Natural Justice.
3. The more emphasis is on avoidance then corrective action than punitive measures.

You can improve on your presentation by taking all these inputs.

Regards

All

thanks for your input and sound advice, much appreciated.

Dear Ranjit,
Nice sharing. Keep on posting.
Avinash Kanoray

Thankyou for your kind and useful information.

Regards.

Rm chitra