In this video, learn the role of HR in the discipline process. Human resources consultant and trainer Catherine Mattice explains the the importance of consistency and documentation. She covers how to implement a step disciplinary procedure and demonstrates good and bad discipline techniques.
- One of the best parts about being in Human Resources…is the ability to help employees grow,…and sometimes that involves learning from mistakes.…At first it might seem like disciplining people…is an undesirable task.…But understand that there are benefits…to using your disciplinary procedures,…such as increased performance, better behavior,…and avoiding terminations.…You play the supporting role in the process of discipline.…Managers and supervisors take the lead.…You first step is to help them see discipline as a benefit…and not a horrifying task.…
An employee can't improve if they aren't aware…that they have an issue.…Your next step is to help them remain consistent.…It is very important that if two people…commit the same crime, so to speak,…that they receive the same discipline.…If they don't, you will be demonstrating…unfairness to your staff and you could get into trouble…for discrimination or harassment.…Also help managers and supervisors document…and then document some more.…If anyone decides to sue you for a wrongful discipline…
HR consultant Catherine Mattice outlines some of the considerations of the human resources professional, such as balancing the needs of employees with the interests of the organization. She reveals how to conduct an HR audit to identify HR practices that need improvement. She then outlines core HR responsibilities: staffing, training, documentation, compensation and benefits, performance reviews, job descriptions, compliance with state and federal regulations, and more.
- Explain the role of administrative HR.
- Describe how to build trust with employees.
- Summarize how to conduct an HR audit.
- Cite the best practices for personnel files and recordkeeping.
- Identify the important tasks involved in writing a job description.
- Recognize the fundamental components of a high-quality onboarding experience.
- Identify effective and ineffective ways to discipline an employee.
- Cite the key reasons for conducting an exit interview.