In so far as maintenance of effective employee discipline is concerned, the HR manager has got a crucial role to pay. He has got a number of responsibilities in this regard.
Maintaining Discipline among Employees
1. Advising and assisting top line management in determining and developing an appropriate disciplinary procedure.
2. Assisting in communication of the disciplinary procedure to all employees of the organisation.
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3. Making sure that the disciplinary policy conforms to the legal provisions.
4. Making sure that the disciplinary action is fair and conforms to appropriate principles of personnel management.
5. Training the supervisors and executives in dealing with disciplinary cases and problems.
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6. Involving the trade unions and the employees in determining and implementing disciplinary procedures.
7. Helping in the developing of self-discipline and self-control on the part of the employees and winning over the confidence of employees in disciplinary policies and procedures.
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Analysing the role of the HR manager in regard to employee discipline, the Indian Institute of Personnel Management indicates – “In advising management whether to precede with a disciplinary case, the personnel officer must give careful thought to the likely repercussions on discipline and general relationship in the organisation.
Even when there is a prima facie case against an employee, it is to be considered whether an enquiry, with all the publicity and excitement that it causes, is advisable, or whether some other line of action might prove more effective in improving discipline for the future, such as consultation with the trade union or works committee in the hope that social pressure may be brought on the delinquent to apologise and not repeat the offence”.