Discipline Administration

Looks at the disciplinary and grievance procedure, we look at a variety of disciplinary codes and various charges suitable for offences. Hands on and practical case studies and group work.

  • What is the role of Human Resource with regards to Discipline Administration?
  • Can the Human Resource Manager Chair a Case hearing?
  • Can an employee be represented by a practising lawyer during a case hearing?
  • Can a company use a lawyer to chair a case hearing?
  • Does the disciplinary code apply to all employees or Workers?
  • What is the difference between a worker and an employee?
  • Can a Disciplinary Committee Chairperson use his discretion to forgive an employee who has been found guilty of committing an offence?
  • Can management use its discretion for an employee who has been found guilty of committing an offence? Or will this be setting a bad precedence?

DAY ONE

  • Disciplinary code and grievance procedure (Template provided)
  • Constituting of a Disciplinary Committee
  • Choosing a chairperson
  • Role of Human Resource
  • Conducting a Disciplinary hearing ( Check list Template provided)
  • How to take minutes (Template provided)
  • How to raise a charge (charge form template provided)
  • Exculpatory statements (template provided)
  • Organising witnesses
  • Organising a case hearing
  • Writing a written warning letter (template provided)
  • Writing/recording a verbal warning
  • Writing a summary dismissal (template provided)
  • Handling an appeal
  • Handling performance related case hearing
  • Handling termination of probation
  • Handling non-renewal on contract
  • Case study, group work and group work presentations.
  • A closer look at court judgements with regards to disciplinary cases.

DAY TWO

PERFORMANCE MANAGEMENT

This module looks at performance management, it looks at how to prepare and conduct performance management.

  • Types of performance evaluations
  • Components of performance management
  • Reasons for performance management
  • Designing performance objectives
  • Key Performance Areas (KPAs) vs Key Result Areas (KRAs)
  • Key Performance Indicators (KPIs)
  • Competencies
  • Designing performance management form (template provided)
  • Preparing for performance reviews
  • Conducting performance reviews
  • Managing Performance Review Results
  • Rewarding Top (Star) Performers
  • Managing Poor Performance
  • Providing feedback and recommendations
  • Probation review (probation review template provided)
  • Case study, group work and group work presentations.