What is the importance of setting up a Standardized process for 'Disciplinary procedure" with regard to its workforce in an organization?

Most employees want to do a good job. The manager/supervisor can help employees succeed on the job by:

• Providing a thorough orientation for new employees
• Clearly establishing expectations for behaviour and performance
• Providing training, coaching, and mentoring
• Providing feedback through appropriate supervision
• Implementing a good performance management process

However, in every workplace there will be situations where an employee fails to meet expectations or where an employee commits acts of misconduct.

A well-designed performance management system will help employees to understand expectations and goals and measure performance towards those goals. Training, coaching, and mentoring will help when an employee is falling short of meeting the goals. Positive reinforcement will foster an environment of performance improvement.

There may be times when, despite all of the supervisor's best efforts, the employee continues to demonstrate unsatisfactory performance or problem behavior. Traditionally, managers/supervisors have used progressive discipline to deal with these situations.

It is important that the employee knows or ought reasonably to have known that his or her actions would be cause for discipline. The employer should have a policy covering discipline that has been read by, understood, and agreed to by the employee at the time of hire.

The approach taken by your organization on discipline should be set out in a policy rather than determined after an incident has occurred. Establish a discipline policy and procedures for your organization in consultation with your staff by considering:

What types of behaviour or problems could result in immediate termination (after a proper investigation)?

• It should be clear that your organization reserves the right to terminate for serious problems such as illegal activity, abuse, harassment, theft and fraud without going through a progressive discipline process

Does the manager/supervisor require approval of his/her supervisor before implementing progressive discipline or at some point during the discipline process?

• The discipline process may, in the end, result in a termination

• Given the potentially serious nature of progressive discipline, consider who needs to be informed about the situation and when

• Consider who will be responsible and accountable for the disciplinary decision

• Once the discipline policy and process for your organization is established:

  • Train all manager/supervisors on the process to ensure that it will be applied fairly, consistently, and appropriately
  • Clearly communicate the discipline policy and process to your employees
  • Clearly communicate the organization's expectations for behaviour
  • Apply the discipline policy fairly and consistently
  • Base disciplinary decisions on the facts of each situation
• you may read more on this website http://hrcouncil.ca/hr-toolkit/keeping-people-discipline.cfm

1. Receive complaint.

2. Identify problems.

3. Form an investigation committee.

4. Receive investigation report.

5. Show cause letter.

6. Receive show cause letter.

7. Take decision and reply.

it will result into;

1. Fair hearing for both the employee and the union

2. it avoids discriminatory or discrepancy that might occur

3. it disciplines the employees

4. finally it improves productivity

Must agree with Ms. Elke, full answer

Importance are :- 

1) Up-keeping proper administration.

2) Up-keeping controlled HR management.

3) Up-keeping smooth operational environment.

4) Up-keeping positive Business environment.

5) Up-keeping Employee loyalty.

6) Up-keeping Employee dedication and sincerity.

7) Implementation of safety-security policy in the organization.

agree with Elke Woofter  

An organisation expects satisfactory standards of behaviour, conduct etc., from all of its employees. The disciplinary procedure provides a framework for dealing with negative instances and the aim is to ensure prompt, consistent and fair treatment (without any bias or victimisation) for all employees. This helps both the employee and the management to be clear about the expectation from them. 

agree with answers

it well be so helpful to creating sens of belongingness within work force very important for EOE.