Dear Ms. Anitha Durai,
The term HR came into use around 20 to 25 years ago. Prior to that, the entire personnel function was managed by the Personnel Department, which encompassed industrial relations, personnel functions, and welfare functions. Over time, the term HR evolved as employees were recognized as valuable assets and resources to be nurtured. This department was responsible for overseeing the personnel, industrial relations, welfare, training, and organizational development functions of the company.
Disciplinary action falls under the broader category of human resources development. The goal of disciplinary action is not solely to punish the employee at fault but ultimately to identify the root cause of the misconduct and work towards correcting the behavior. Employees are significant assets to an organization, considering the investment made in their recruitment, training, and experience. Losing an experienced employee can be detrimental to a company.
In terms of maintaining discipline, the HR function plays a crucial role in advising line managers on initiating and conducting disciplinary proceedings in accordance with the prevailing laws. Additionally, they may provide guidance on determining appropriate disciplinary measures. While not all misconduct warrants dismissal, it is essential for employees to understand that the management upholds discipline without compromise.
Thank you.