Head - Human Resources
Legal Analyst, Hrm
Kritarth Consulting
Spl Educators Posh Programs
ManMohan Yadav
Asst. Manager Hr & Admin
Ajay Vashisht
Labour Laws&industerial Relation
Asst. Manager (hr)
Manager Hr & Administration
+6 Others

To all
I want to introduse despline to our employee. our employee are most indescipline, Dis obey to superier, busy with mobile, Gutkha addiction, Late coming, Early going, Absenteesm, ETC . Which laws provison to improve it. Which are the code of conduct, What is procedure of Desciplenery action ? Please
Guide me.
Nitesh Prajapati
14th June 2010 From India, Surat
Better you create an Induction program first towards all the policies of the organisation.
Educate the employees on the same. Then, if the same is repeated, then take a single disciplinary action of Warning letter before dismissal & give some notice time / if the same presumes, terminate on disciplinary actions.
Then the total queue will be proper!!
Good times!!
14th June 2010 From India, Madras
You can also create a "Code of Conduct" manual, wherein all the do’s and dont’s are clearly written, breaching which strong Disciplinary action should be taken.
14th June 2010 From India, Chandigarh
Make the systems strong & Follow them effectively...people will come inline..also make the most indisciplined coordinator as process owner... (as done in school..the most roudy boy is the monitor of the class)...
You can do it..
Regards, Prakhar
15th June 2010 From India, Hyderabad
hi dear
first of all your org. should have code of conduct for yours employee. you clearly communicate to all of them through notice or any verbal communication. after that if they not fellow the code of conduct then you should take proper disciplinary action.
15th June 2010 From India
first of all u should draft a policy and procedures handbook, more specifically employee handbook writing about the do's and dont't at the workplace. moreover you should give induction to your employees, maybe they are taking everything for granted. so you should explain to them that their salary is not only based on their work but also their punctuality and mode of conduct.
hope that this will help. if you have any querry feel free to ask.
15th June 2010 From Mauritius
Dear Nitesh,
Your own organization's standing instructions or the code of conduct & discipline can only tackle indiscipline. Your organization will have to frame appropriate, detailed and effective rules of discipline and conduct. If your organization likes to hire services of a disciplinarian and inquiring authority with 30 years of practical experience in vigilance and discipline, I can help it out to frame appropriate code of conduct, discipline and penalties.

PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of management & Educational Consultants
New Delhi

15th June 2010 From India, Delhi
Dear Nitesh

Indiscipline, as you know, is the root cause of all the troubles in the Organization and single source of losses. It cripples production of Goods and Services and demoralizes / demotivates the Management.

Management must take action to curb indiscipline. The Labor Laws and the Courts support Employers right to take Disciplinary Action and punish Employees for acts of Misconduct.

But all Employers, HODs and Managers responsible for discipline are not Fully Aware
of " How to Go About It ". You know those of your Managers who hesitate to take action and ignore / neglect acts of Indiscipline causing immense headache for Top Management.

We will train HODs and Managers of your company on Discipline Management.

We are conducting a 1-Day Workshop on Managing Indiscipline on 26.06.2010 in New Delhi. PFA the program brochure and a background paper titled "Bring Back Workplace Discipline"

You can nominate Managers to attend this Program and know all the Legal and Procedural Aspects of taking Disciplinary Action. The Company will save money and time spent on Litigation.

This program can be conducted in your company as well.

I am sure you want to run the show, smoothly and be on the right side of the Law.

Please mail me for further information.

Thanks & Best Wishes

Shakti Sharan
Head - Business
Kritarth Consulting Private Limited
New Delhi
Mob: 9811272681
15th June 2010 From India, Delhi
Have a Nice Day.
First of all analyse your company’s policies. I think no need to take any disciplinary action now. First of all make atmosphere for discipline. Make a circular according your policies and take signature on it.( only some of most )
Than see, what is the reaction?…. According to that situation you take action.
MM Yadav

15th June 2010 From India, New Delhi
Hi Friend,
it is not your but also many other HRs problem, but don't worry it is manageable. I have attached a sample policy for your reference you can change it according your company/ Organization.....
15th June 2010 From India, Bhopal

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Dear Nitesh Prajapati, Do mention your industry type and your role in your organization and other things for the members to post you a good feedback.
15th June 2010 From India, Bangalore
Before we jump the gun, let me ask you.......what is your vision of a productive employee? Do you think people are basically lazy and require the whip to put them in place? Or are they basically good hearted and WANT to work? Discipline happens when the following things are in place.
1. People know what they are supposed to do (it helps if they also know why they should do it)
2. People are motivated to do it (how will it help THEM if they do what you say?)
3. People need regular feedback to know how they are doing.
I am a person who is fascinated by human nature (and that is why I have a Ph.D. in the topic). I believe people are basically good and they do not WANT to ruin the company they work in. Perhaps your management too, requires training to understand that people are valuable resources with a will of their own, and not quite comparable to bullocks who can be used to plough land?
16th June 2010 From India, Bangalore
Hi Nitesh,
You have got all nice replies from our above friends.With that I would like to suggest you the following practical things which might work out if taken seriously:
1. Without spending much time find out the reason why your staff is not discipline.May be they are not satisfied with the work process,work environment,salary,etc.Deal with each member personally to find out the problem.
2. Think of new and interesting work process,incentive plans,fringes and perks for them to motivate them.
3. Ask for their participation in minor decisions-makings like suggestions,ideas,etc. so that they will get a feel of recognition and belongingness to your company.
4. Have some fun games and affordable parties to encourage them.
5. Finally if nothing works, change your staff. You can fire the persons who are responsible for indiscipline in your company. You might have heard hindi phrase, "ek gandi machali pure talab ko ganda kar deti hai" .After all, you are into business.
16th June 2010 From India, Pune
hi friends,
I would like to share my policy to tackle descipline related problem.
If employee is caught doing some thing wrong, we immediately give him Warning Memo. If mistake is repated again we put his / hers penalty absentee of that day.
If things are repeted again and again by that particular employee , we changes his/ hers work location or job profile or working pattarn.
16th June 2010 From India, Pune
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