in my construction site two engineers had fight in yesterday, my H.O asking the incident report. pls help me.
From Saudi Arabia, Jeddah
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From Saudi Arabia, Jeddah
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Please find below how to write an incident report:
1. Include employee details such as employee ID, name, department, and their reporting boss.
2. Specify the reason for the conflict.
3. Document the names of any evidence involved.
4. Also, mention the employees' mental abilities.
Thank you.
From India, Hyderabad
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1701. Include employee details such as employee ID, name, department, and their reporting boss.
2. Specify the reason for the conflict.
3. Document the names of any evidence involved.
4. Also, mention the employees' mental abilities.
Thank you.
From India, Hyderabad
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This is in addition to what Ashok has said. When reporting, concentrate on the conflict rather than the person. Conflicts occur due to:
(a) lack of resources,
(b) lack of requisite skills,
(c) lack of job or role clarity,
(d) conflicting processes,
(e) professional differences,
(f) personality conflict,
(g) different reporting authorities giving different instructions,
(h) personal differences, likes, or dislikes based on differences in caste, creed, race, etc.
Your report should pinpoint the exact cause of the conflict rather than focus on either party's reaction.
Steps to Resolve Conflict
Secondly, obtain statements from both parties. Bring both parties together and allow the senior to speak first. Subsequently, the junior or another person can contradict if necessary. However, continue to take notes as the investigation progresses. Signatures from both parties on your report are optional but important.
If needed, visit the actual location to verify the information provided by either party. Ensure there is evidence for all information shared with you. If there is no evidence, make sure to note that in your report.
As Ashok mentioned, include the names of witnesses. However, ensure that the witnesses do not provide contradictory statements. If contradictions arise, question the witness immediately and seek clarification.
During your investigation, if you discover non-compliance or violations of rules or regulations by a third party, you may include this in the report's Appendix. This may or may not be directly related to the conflict.
Regards,
Dinesh V Divekar
From India, Bangalore
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(a) lack of resources,
(b) lack of requisite skills,
(c) lack of job or role clarity,
(d) conflicting processes,
(e) professional differences,
(f) personality conflict,
(g) different reporting authorities giving different instructions,
(h) personal differences, likes, or dislikes based on differences in caste, creed, race, etc.
Your report should pinpoint the exact cause of the conflict rather than focus on either party's reaction.
Steps to Resolve Conflict
Secondly, obtain statements from both parties. Bring both parties together and allow the senior to speak first. Subsequently, the junior or another person can contradict if necessary. However, continue to take notes as the investigation progresses. Signatures from both parties on your report are optional but important.
If needed, visit the actual location to verify the information provided by either party. Ensure there is evidence for all information shared with you. If there is no evidence, make sure to note that in your report.
As Ashok mentioned, include the names of witnesses. However, ensure that the witnesses do not provide contradictory statements. If contradictions arise, question the witness immediately and seek clarification.
During your investigation, if you discover non-compliance or violations of rules or regulations by a third party, you may include this in the report's Appendix. This may or may not be directly related to the conflict.
Regards,
Dinesh V Divekar
From India, Bangalore
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Incident Report Protocol
An incident report means that the reporter wants to know the true facts. Facts differ from opinions. The reporter must visit the place if possible, gather written reports from the concerned witnesses, obtain statements from the involved persons, and then compile a report.
The report should include the time, date, and place of the incident, followed by a description of how it happened, the accounts given by the witnesses, statements from the involved persons, the reporter's opinion, and the recommended course of action. This will constitute a comprehensive report that should be self-explanatory, leaving no room for further questions from the recipient.
This protocol applies to this incident as well as any future incidents that may occur.
Regards,
Vibhakar Ramtirthkar
SVR Associates HR Consultant
From India, Pune
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An incident report means that the reporter wants to know the true facts. Facts differ from opinions. The reporter must visit the place if possible, gather written reports from the concerned witnesses, obtain statements from the involved persons, and then compile a report.
The report should include the time, date, and place of the incident, followed by a description of how it happened, the accounts given by the witnesses, statements from the involved persons, the reporter's opinion, and the recommended course of action. This will constitute a comprehensive report that should be self-explanatory, leaving no room for further questions from the recipient.
This protocol applies to this incident as well as any future incidents that may occur.
Regards,
Vibhakar Ramtirthkar
SVR Associates HR Consultant
From India, Pune
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I wish to suggest taking written or verbal records from both individuals involved, along with the cause and intention to do so. Then, compare these records with the witnesses' testimonies so that you may be able to create an accurate and factual report.
Regards
From India, Delhi
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Regards
From India, Delhi
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Dear Shajidivya, after raising the query, you had a sufficient number of responses. Now, a sufficient number of days have also passed. Would you mind confirming how you handled the situation, how you made a report, and what happened next? We would be thankful if you could keep us in the loop with this information.
Regards,
Dinesh V Divekar
From India, Bangalore
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Regards,
Dinesh V Divekar
From India, Bangalore
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Conflict Resolution & the Project Manager.pdf
Conflict resolution Activities.doc