Element of Human Resource Management

IRP 120

Discipline and Disciplinary Procedures

Lecture note compiled by

Elegbede Tunde, Ph.D.

A disciplinary procedure is a process for dealing with perceived employee misconduct.

Depending on the severity of the transgression, there are different avenues an organisation may
take to deal with the misconduct, ranging from an informal discussion with a manager to more
formal proceedings that follow a set process as laid out in  Employee Handbook.

The purpose of a disciplinary procedure is to ensure that employees reach the standards expected
of them, both in terms of their behaviour and their performance. Despite the name, initiating
disciplinary procedures is not all about reprimanding employees; it’s also about working with
employees to maintain high standards of conduct and competence, and encouraging
improvement if they fall below these standards. It also provides an opportunity for employees to
tell their side of the story.

What is a disciplinary procedure?

A disciplinary procedure is a clear process enabling employers to address issues of

misconduct that might be committed by employees during the course of their employment.

In summary the statutory procedure involves three steps: A statement in writing of what the
employee is meant to have done wrong (the allegation) and what the employer is considering
doing; A meeting to discuss the situation and a decision; and. Offering the right of appeal.

What sorts of behaviour warrant disciplinary action?

Common issues raised as the subject of a disciplinary meeting include poor timekeeping,
unauthorised absence, and email, internet or social media misuse.
 Misconduct comes in many different forms; it may be one trivial incident, repeated minor
misconduct that progressively turns into a more serious offence, or an act of gross misconduct.
Acts of gross misconduct are those deemed to be serious enough to destroy the relationship of
trust and confidence between the employer and employee, making the working relationship
impossible to continue. Examples include theft, fraud, harassment, violence, serious breaches
of health and safety rules, damage to company property, and serious incapacity caused by
alcohol or drugs. In such cases, it may be legally acceptable to dismiss an employee without
notice; however, it’s always best to take advice from an Employment Law specialist

Progressive Discipline Policy - Single Disciplinary Process

The steps in the disciplinary procedure generally follow graduated steps including a verbal
warning, written warning, final written warning, and dismissal. However, in cases of gross
or serious misconduct it is permissible to go straight to stage 4 of the procedure.

1. Purpose. ...
2. Step 1: Counseling and verbal warning. ...
3. Step 2: Written warning. ...
4. Step 3: Suspension and final written warning. ...
5. Step 4: Recommendation for termination of employment. ...
6. Appeals Process. ...
7. Performance and Conduct Issues Not Subject to Progressive Discipline.
 Human Resource Information System (HRIS)

A human resource information system (HRIS) is software that provides a centralized

repository of employee master data that the human resource management (HRM) group
needs for completing core human resource (core HR) processes. ... In some ways, an HRIS
can be considered a smart database of employee information.

A human resource information system (HRIS) is the system that is used to acquire, store,

manipulate, analyse, retrieve and distribute relevant information regarding the
human. resources within the organization. Therefore, HRIS is the system that is designed for
the. operative management of the organization.

HRIS: A human resource information system manages people, policies, and procedures. ...
HCM: Human capital management includes everything from an HRIS, but also throws in talent
management and global features (such as multi-currency, multi-lingual, and localisation options).

Types of Human Resource Information Systems (HRIS)

 Employee Information Systems. ...

 Position Control Systems. ...
 Applicant Selection and Placement Information Systems. ...
 Performance Management Information Systems. ...
 Government Reporting and Compliance Information Systems.
The importance of human resource information system?

An HRIS provides a centralized database that stores applicant tracking functions,

onboarding, employee demographics, compensation and benefits choices, time-tracking,
and so much more. It's also the hub for your employee data with up-to-date information on your
org's hiring trends and employee retention.