Main Training Program

MANAGING DISCIPLINE AND MISCONDUCT-HANDLING ABSENTEEISM, PROBLEMATIC WORKERS, AND POOR PERFORMANCE

Share:

 

COURSE OBJECTIVES MANAGING DISCIPLINE AND MISCONDUCT –  HANDLING ABSENTEESIM, PROBLEMATIC WORKERS, AND POOR PERFORMANCE

At the end of this program participants should be able to achieve the following objectives:

  • Understand the different between minor and major misconduct.
  • Know how to act on misconduct happened in the workplace.
  • Understanding the responsibility of employers and employees according to the laws.
  • Know how to implement in practical approach the company’s discipline procedure.
  • Know the consequences of the misconduct according to the law and the organization.

 

WHO SHOULD ATTEND

  • General Manager, Manager, Head of Department / Division, Human Resources Manager or any personnel who has human resource functional responsibility and Supervisor

 

METHODOLOGY

  • This program is essentially participative.  There will be group interaction and lectures.

 

COURSE CONTENT

INTRODUCTION

  • DISCIPLINE AND MISCONDUCT
    • The needs of discipline in the organization
    • Employee – employer / trade union relations
    • Solving problems together
    • Understanding system, policy, rules and discipline

 

  • PURPOSE
    • Forming positive attitude
    • Achieving high performance
    • Obeying the system, policy, rules and laws

 

  • DISCIPLINE PROSEDURE
  • DISCIPLINARY ACTIONS GUIDELINE
  • NATURAL JUSTICE

 

  • MISCONDUCT
    • Definition
    • Type of misconducts
    • Industrial Court cases for Misconducts

 

  • FORGIVENESS OR “CONDONATION”
  • THE MEANING OF DOMESTIC INQUIRY
  • PRINCIPLES OF NATURAL JUSTICE
  • DOMESTIC INQUIRY PROCESS

 

FUNCTIONS AND RESPONSIBILITY OF SUPERVISOR AND MANAGEMENT HANDLING DISCIPLINE AND MISCONDUCT

  • INTRODUCTION
  • COMPLAINTS
  • RIGHTS AND RESPONSIBILITIES
    • Contract of Service
    • Rights of an employer
    • Employer responsibilities
    • Rights of employee
    • Employee responsibilities
  • CONFLICT OF PRIORITY BETWEEN EMPLOYERS AND EMPLOYEES
  • THE WAY OF HANDLING COMPLAINTS

 

FUNTIONS AND RESPONSIBILITIES

  • SUPERVISOR AS THE MIDDLEMAN
  • RULES OF SETTLING COMPLAINTS – MUTUAL AGREEMENT
  • WAYS OF SETTLING PERSONAL PROBLEM
  • RULES OF DISCIPLINARY ACTIONS
  • RELATIONS AND NEGOTIATION

 

HANDLING ABSENTEEISM AND PROBLEMATIC WORKERS

  • LEAVES
    • Leave entitlement
    • Granting leave
    • Prove of leave approval
  • ABSENT WITHOUT LEAVE
  • ABSENTEEISM AND LATENESS
  • HANDLING ABSENTEEISM
      • STEP 1 – if the problem is serious
      • STEP 2 – if the problem continues
      • REACTION

 

HANDLING POOR PERFORMANCE

  • PREVENTING POOR PERFORMANCE
  • REMEDIAL ACTION TO ASSIST POOR PERFORMERS
  • PERFORMANCE MANAGEMENT SYSTEMS AND PERFORMANCE APPRAISAL
  • DISCIPLINARY ACTION AGAINST POOR PERFORMERS

 

ALTERNATIVE ACTION

  • STEP 1 : Receiving complaint
  • STEP 2 : Calls the worker for discussion
  • STEP 3 : Explaination from employee
  • STEP 4 : Discussion
    • What you do if he admit of his poor performance?
    • If he denied of the accusation.
    • Counseling guideline
  • STEP 5 : Further Actions
  • STEP 6 : What would you do if there is an improvement or no improvement at all.

 

PERFORMANCE IMPROVEMENT PLAN (PIP)

  • THE PURPOSES AND WHEN TO APPLY IT.
  • STEPS TO AN EFFECTIVE PIP
  • THE END OF PIP.

How To Enquiry From Us?

  1. Fill in the form below and submit to us.
  2. Initiate a conversation via live chat on the bottom left of our website by stating: “Hi, my name is [your-name]. I’ve already submitted the form for this training.”
  3. We’ll promptly reach out to you regarding the training you’re interested in.

Program Enquiry Form

    ORGANIZATION DETAILS






    PERSON-IN-CHARGE DETAILS




    FOR FURTHER INFORMATION, PLEASE CONTACT US!