HUMAN RESOURCE MANAGEMENT

EMPLOYEE
RELATIONS AND
EMPLOYEE
DISCIPLINE
GROUP 4
Objectives:
To understand the importance of Employee
Relations
To know how to prevent Employee
Misconduct
To learn the categories of Difficult/Problem
Employees
To learn how to address employee conduct
problems
To learn the Approaches to Discipline
To know the Elements of the Diciplinary
program
 What is Employee
Relations?
Employee relations means managing employer-
employee relationships. Generally, employee relations is
a term used to describe a company's efforts to prevent
and resolve problems arising from situations at work.
 IMPORTANCE OF LABOUR RELATIONS

Labor Relations is dedicated to creating and

sustaining a positive work environment. We work to
effectively communicate with the campus
community on issues regarding collective
bargaining, grievance processes, changes in labor
law and more.
- UC Davis
IMPORTANCE OF EMPLOYEE RELATIONS

1. Employee relation activities affect efficiency inthe

workplace.
2. Employee relation is crucial factor inproductivity or
performance of employees.
PREVENTION OF EMPLOYEE
MISCONDUCT
1. Setting an example by their own conduct, maintaining high professional and
ethical standards.
2. Providing a high quality work environment that is conducive to innovation
and productivity.
3. Establishing and communicating clear guidelines concerning their
expectations for the operation of their office
4. Establishing objective, understandable, obtainable, and measurable
performance standards and communicating them clearly to employees.
5. Monitoring performance and giving feedback.
6. Holding employees accountable for results and recognizing and rewarding
good performance.
7. Providing opportunities for individual growth and development, including
formal, and on the job training, mentors, and role models for employees.
 Categories of Problem
Employees
1. Ineffective employee/with
unsatisfactory performance.
2. Rule Violators.
3. Illegal or dishonest acts.
4. With personal problems.
5. Substance abuse.
 DISCIPLINE OR
INFRACTION CASES
1. Against person
2. Against property
3. Orderliness/ good conduct
4. Attendance and
punctuality
5. Morality
6. Non-performance
7. Honesty/Integrity
 1. Discuss any misconduct or performance problems
directly with the employee.
2. Clearly explain expectations to the employees and
review any rules, regulations or policies in the area where
the employee is exhibiting problems.
Addressing
3. Develop a plan with the employee directed at helping to
Employee
improve misconduct.
Conduct
4. Give employee periodic and specific feedback.
Problems
5. If misconduct continues, the supervisor may choose to
orally admonish the employee, providing a strong message
that further incidents of similar misconduct may lead to a
more formal action. If after all informal attempts have
failed, the supervisor, following the consultation with HR,
may decide to formally discipline the employee.
 Item 5 Item 1
20% 20%

Breakdown of
Ad Spend
Item 4 Item 2
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Item 3
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