What Is The Role Of A HR Assistant In A Disciplinary Or Grievance Process - CiteHR
Umakanthan53
Labour Law & Hr Consultant
Kknair
Hr, Ir, Law, Disc. Matters
+2 Others

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One of the key responsibilities of a HR is assistant is to assist the HR manager with a disciplinary or grievance
I would like to know examples of what a HR assistant might have to do in this process how exactly can they assist the HR manager, what would be their key responsibilities throughout this process
Would really appreciate some feedback on this one.
Thanks

Dear Member
In both the cases HR Assistant can play important and vital role viz..
# Coordination- HRA can coordinate with the individual employee/his supervisor/department head and HR Manager- for collecting /Collating the complaints/ grievance- for obtaining the specific incidence report in case of indiscipline
# Communication- Can prepare draft communications - for further action in this regards and can discuss with HR Manager finalise them and issue upward
# Wherever required can assist for physical arrangement for meetings etc.
# If he/she is competent enough can help in analysis of the issue- and suggest possible solutions and discuss with boss
# With Positive attitude -Sky is the Limit- 'cause every individual is worth and has the potential
Regards
Shailesh Parikh
Vadodara, Gujarat
99 98 97 10 65

Thank you for your answer, very informative really appreciate it. I want to become a HR assistant and you have really given me an insight into and area that i was not sure about. Thanks again
Dear J,

Of course Shailesh's given a good answer! Still, I am constrained to state that he could have been a little bit more specific based on role-play of the positions of the HR Asst and HR Manager. I don't think that a 'HR Asst' is a mere clerk in the HR department.To me, in reality, what a junior lecturer is to a professor/H.O.D is that of a HR asst. to the HR Manager.In other words, a HR assistant is a HR Manager sans experience.Hence in my considered opinion, a HR asst, apart from his academic qualifications, should have, if not, cultivate to have, certain traits so as to analyze dispassionately the concepts of disciplining misconduct and grievance redress. Grievance, not only from human perspective but also from the total perspective of all animate and inanimate things, is always a self-perpetuating phenomenon, if not addressed on time and properly as well. When grievances of employees, whether real or feigned, go unnoticed or unattended for obvious reasons, the resultant effect is misconduct which is antithesis to good conduct .I would, therefore, conclude my answer with the observation that the role of a HR Assistant to the HR Manager,if the organization as a whole is a progressive one, is similar to that of an ideal wife and husband.

Dear all, Apart from what has been contributed already, in any organisation there has to be a monitoring mechanism about the disciplinary enquiries pending in the organisation. If an HR Assistant is there to help the process, it will be a big help to the HR head. Secondly, help in expediting the process. He can be the link between the enquiry officer/Presenting officer and the department . By follow up of the process, there are very many instances where matters are held up for want of clearing certain bottlenecks like obtaining records, or communication to the witnesses etc. Thirdly, as already said is preparing the draft communications.
KK

The following are the duties of a HR assistant in the area of :Disciplinary or Grievance process.
1. Hi role is only in terms of assisting the HR Manager.
2. He has to prepare the chronological history of the case sitting with the concerned who makes a complaint.
3. He can prepare vital points to eb considered and send it to HR Manager as this will enrich his knowldge in the field.
4. When the enquiry is on he can take down the proceedings and co-ordinate with the enquiry officer.
5. Once the enquiry is completed then he can assist HR Manager in preparing the decision and further action against the employee.
You must know that you will not be allowed to conduct the enquiry or discuss with the person committed the mistake etc. Purely it is the primary work of the HR Manager in conducting the enquiry and take decisions.

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