Curious About HR Assistants in Disciplinary Processes? Share Your Insights Here!

Role of an HR Assistant in Disciplinary Processes

One of the key responsibilities of an HR assistant is to assist the HR manager with disciplinary or grievance processes. I would like to know examples of what an HR assistant might have to do in this process. How exactly can they assist the HR manager, and what would be their key responsibilities throughout this process?

I would really appreciate some feedback on this one. Thanks.

Regards,

Role of an HR Assistant in Disciplinary and Grievance Processes

In both cases, the HR Assistant can play an important and vital role, viz:

-  **Coordination:** The HR Assistant can coordinate with the individual employee, their supervisor, department head, and HR Manager to collect and collate complaints or grievances, especially in cases of indiscipline.

-  **Communication:** They can draft communications for further action, discuss with the HR Manager to finalize them, and issue them upwards.

-  **Meeting Arrangement:** Where necessary, they can assist in arranging physical meetings, etc.

-  **Issue Analysis:** If competent, they can help analyze the issue, suggest possible solutions, and discuss with the boss.

-  **Positive Attitude:** With a positive attitude, the sky is the limit because every individual is valuable and has potential.

Regards,
Shailesh Parikh
Vadodara, Gujarat
[Phone Number Removed For Privacy Reasons]

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

Of course, Shailesh has given a good answer! Still, I am constrained to state that he could have been a little bit more specific based on the role-play of the positions of the HR Assistant and HR Manager. I don't think that an 'HR Assistant' 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 an HR Assistant to the HR Manager. In other words, an HR Assistant is an HR Manager without experience. Hence, in my considered opinion, an HR Assistant, apart from their academic qualifications, should have, if not, cultivate to have, certain traits to analyze dispassionately the concepts of disciplining misconduct and grievance redress.

Grievance, not only from a 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 the antithesis of good conduct. I would, therefore, conclude my answer with the observation that the role of an 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.

Apart from what has already been contributed, in any organization, there needs to be a monitoring mechanism for disciplinary inquiries pending within the organization. Having an HR Assistant to assist in the process would greatly benefit the HR head. This assistance would help in expediting the process by acting as the link between the inquiry officer/presenting officer and the department. Through diligent follow-up of the process, many instances can be resolved where matters are held up due to certain bottlenecks such as obtaining records or communicating with witnesses. Additionally, as mentioned before, the HR Assistant can help in preparing draft communications.

Regards,
KK

Duties of an HR Assistant in Disciplinary or Grievance Processes

The following are the duties of an HR assistant in the area of disciplinary or grievance processes:

• His role is only in terms of assisting the HR Manager.
• He has to prepare the chronological history of the case while sitting with the concerned individual who makes a complaint.
• He can prepare vital points to be considered and send them to the HR Manager, as this will enrich his knowledge in the field.
• When the inquiry is ongoing, he can take down the proceedings and coordinate with the inquiry officer.
• Once the inquiry is completed, he can assist the HR Manager in preparing the decision and further action against the employee.

You must know that you will not be allowed to conduct the inquiry or discuss with the person who committed the mistake, etc. It is purely the primary work of the HR Manager to conduct the inquiry and make decisions.