Handling the miscreants: How HR should respond

An HR’ first and foremost responsibility is to ensure that they have a firm grasp over how the employees are conducting themselves within the corporate environment. A corporation that cultivates a strong, vibrant and ultimately harmonious workplace atmosphere can hope to transform that tranquility into positive results. There are multiple cases of companies reaching new zeniths of achievement and prosperity by having a professional environment that their competitors yearn for.

However, every once in a while, the Human Resource department will come across the most dreaded of its problems i.e. employees that exhibit behavioral and discipline problems. “Discipline” is a subjective term in various organizations. However, the basic collectively agreed upon definition is, ‘the proper, codified set of rules that all company employees are expected to observe, in order to have no behavioral deficiencies’. Breach of this code of conduct is supposed to be minimized and properly dealt with. That responsibility falls upon the shoulders of HR.

Examples of employees exhibiting roguish behavior includes, but is not limited to excessive tardiness, prolonged uninformed absences, insubordination, unacceptable or inappropriate use of language within the office premises, theft of company property and dishonesty. Any and all of these acts can severely hinder the smooth functioning of the center office space. A chain is only as strong as its weakest link. Even a single rogue or insubordinate employee can have dire consequences for the overall mood inside the company and the motivation of its employees.

It is important that such a situation be avoided at all costs. The preliminary role that HR has at this point is to evaluate how the employee or employees had to resort to such behavior. Was there a communication gap between the employee and their immediate supervisor? Had they not been getting the professional support that they deserve, at this corporation?  At this stage, the HR should be fully focused on gathering the appropriate facts and figures that confirm exactly what went wrong with the employee. In almost all cases, there are triggers within the office space that can instigate a hostile response from some employees.

It is also important that the HR promptly gets in touch with the employee to try and get their perspective on things. This can lend a view into the ills within the organization according to that disgruntled employee, as well as some inadequacies within the HR’s own policies. Additionally, it is important that HR gets into contact with as many witnesses as possible. It can only help to get as many testimonies as possible.

In coming up with a decision or even punishment, the HR should take into consideration several other factors, such as the employees’ past record, the severity of the incident, and whether there is a proper reason why the employee reacted the way they did.

By |2018-04-30T11:25:45+00:00April 30th, 2018|Categories: Uncategorized|
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