MANAGING EMPLOYEE DISCIPLINE AND PERFORMANCE

Discipline is prime requisite for the successful of any organization. Imagine what would happen to an organization if employees were free to do as the like? Obviously, the productivity of the organization would suffer and needless to say that there will be a chaos. Hence, employees are expected to follow the rules, practices and performance standards to ensure the organization success. It is the responsibility of parties, employer and employee to ensure discipline is maintained in the organization. Therefore, if employees failed to meet the legitimate expectation of the employer, corrective action must follow to rectify the unsatisfactory situation – action must be taken against the delinquent employee. Do employees object to discipline? Employees generally do not object to discipline, rather, they object to the manner in which it is executed. This calls for the right approach to handling discipline cases and methods for establishing and implementing disciplinary procedures that outlines the importance of fairness and consistency. The principles of fairness and consistency are fundamental for sound and healthy employer/employee relationship. Operations managers are responsible for maintaining discipline in their departments. Hence, they must know how to administer discipline progressively when their employee committing a less serious offence – minor misconduct.

Learning Objectives

The aim of progressive discipline:

  1. Is to help employees to correct the unacceptable
    behavior or performance and maintain the required
    behavior or performance
  2. Ensure fairness and consistency in treating the
    employees

This program will take you through the features and procedures of handling discipline and poor performance in a progressive manner by highlighting the necessary case laws as a guide so that participants will be able to handle poor performance and minor misconduct in a more effective. It provides the participants with the foundation skills and tools for discussing minor misconduct and poor performance is a positive way.

 

Trainer

MR M PARA

Course Outline

DAY 1
PART 1 – FOUNDATION SKILLS
SELF – ESTEEM

  • Meaning and Importance
  • Self – Esteem and Behaviour of People

PART 2 – DISCIPLINE

  • Importance of discipline
  • The objective of discipline

PART 3 – PRINCIPLE OF FAIRNESS AND CONSISTENCY

  • What constitutes fair disciplinary action?
  • Natural justice

PART 4 – APPROACHES TO DISCIPLINE

  • Approaches to discipline
  • What is progressive discipline?

DAY 2
PART 5 – IMPROVING EMPLOYEE DISCIPLINE (MINOR) AND PERFORMANCE

  • Your Role As A Manager
  • The Benefits of Discussion

PART 6 – MAINTAIN IMPROVED PERFORMANCE

  • When and Benefits
  • Key Points

PART 7 – FOLLOW UP DISCUSSION

  • When and Benefits
  • Key Points

PART 8 – DISCIPLINARY DISCUSSION

  • When and Benefits
  • Key Points

Who Should Attend

This program is specially designed for managers and executive level.

Time

Registration starts at 8.30 am on the first day. Classes start at 9 am end 5 pm. Morning and lunch break will be served at appropriate times.

Deposit & Payment

In order to secure the said training on a define basis, kindly effect 50% Deposit on the total costs for the training requirements upon confirmation. This deposit is non-refundable. Balance 50% of the total costs is require seven (7) days prior to the training.

Cancellation & Transfer

Please note that should this registration is cancelled fourteen (14) days before the day of the training, a 50% cancellation charge will be imposed. If cancellation is made seven (7) days before the training, full payment of the training will be levied. Please note that amendments can only be made to above arrangement by giving a minimum of three (3) working days’ notice.

 

Disclaimer – MAHTEC reserves the right to make changes to the venue, date, speaker including cancellation or postponement of the workshop if number of participants less than 10 or warranted by circumstances beyond its control.