EFFECTIVE WORKPLACE DISCIPLINE: THE MANAGEMENT PREROGATIVE OF LINE MANAGERS

Equip Your Line Managers and Supervisors to Handle Progressive Disciplinary Issues

Discipline in the workplace is the means by which supervisory personnel correct behavioral deficiencies and ensure adherence to established company rules.

The purpose of discipline is correct behavior. It is not designed to punish or embarrass an employee.

Often, a positive approach may solve the problem without having to discipline. However, if unacceptable behavior is a persistent problem or if the employee is involved in a misconduct that cannot be tolerated, management may use discipline to correct the behavior.


MasterClass 3.0

Effective Workplace Discipline: The Management Prerogative of Line Managers and Supervisors

Friday, June 25, 2021
PART 1: 10:00 AM – 12:00 NN PHT
PART 2: 2:00 PM – 5:00 PM PHT

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View the complete details: https://www.ariva.com.ph/2021-e-learning-effective-workplace-discipline/
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Webinar Description:

Large businesses often have HR specialists or even an HR department to oversee and coordinate their employee management policies and procedures. However, it is the line managers (and supervisors) who have the day-to-day responsibility for implementing various HR initiatives, such as:

• Employee engagement;
• Performance appraisal;
• Performance-related pay; and
• Workplace discipline.
• Effective workplace discipline requires that line managers (and supervisors) are aligned to HR initiatives and have essential knowledge and skills in labor law and relations.

Understanding Your Line Managers and Supervisors

• Line managers and supervisors have relatively lesser knowledge or skills in labor law and employee relations (compared to HR professionals);
• They are more interested in learning how to achieve their operational goals and objectives;
• They desire more flexibility in dealing with their teams and have their informal (or internal) set of rules in enforcing discipline;
• They believe that HR professionals do not have a complete picture of their actual work processes and the dynamics within their team; and
• They think that rigid HR policies and decisions are counterproductive and can lead to demoralization.

Understanding the Problem

Inexperience: Line managers and supervisors who lack experience and expertise tend to be either too rigid or too dependent on HR professionals and lawyers in enforcing discipline. This can result in a legalistic approach to employee relations.

Inconsistent: Line managers and supervisors often have many operational considerations in mind when enforcing discipline. They become inconsistent in applying the rules. Perceptions of favoritism arises, which may cause employee disengagement.

Informal: Line managers and supervisors find due process requirements in enforcing discipline time- consuming and too cumbersome. They prefer a more personal approach. However, this may expose the company to illegal dismissal cases.

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Webinar Objectives:

The specific objectives of this unique fun-filled online learning experience are:

• To develop line managers and supervisors who are aligned with HR initiatives on workplace discipline; and
• knowledgeable in labor law and employee relations as well as in the best practices on progressive discipline and performance management.
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Webinar Outline


Session 1: Labor Relations is Essentially Human Relations.

• Emphasis on work attitude and value enhancement.
• Win-win approach to employee issues and concerns.

Session 2: Labor Law as God’s Law.

• Adherence to ethical solutions and strategies.
• The golden rule as the best rule.

Session 3: Documentation is Better than Memorization.

• Focus on legal principles rather than provisions of law.
• Evidence gathering and case build-up as prerequisites for disciplinary action.

Session 4: Negotiation is Better than Argumentation.

• Emphasis on amicable solutions.
• Prevention as a better alternative to litigation.

Session 5: Progressive Discipline is Best Practice.

• Corrective is better than vindictive approach in workplace discipline.
• Labor law compliance as foundation of best practice.