EFFECTIVE WORKPLACE DISCIPLINE THE MANAGEMENT PREROGATIVES OF MANAGERS

Equip Your Line Managers and Supervisors

to Handle Progressive Disciplinary Issues


Discipline in the workplace is the means by which supervisory personnel correct behavioral deficiencies and ensure adherence
to established company rules.

The purpose of discipline is correct behavior. It is not designed to punish or embarrass an employee.


Often, a positive approach may solve the problem without having to discipline. However, if unacceptable behaviour is a persistent problem or if the employee is involved in a misconduct that cannot be tolerated, management may use discipline to correct the behaviour.



Effective Workplace Discipline The Management Prerogatives
of Managers and Supervisors



July 26 – 27, 2018
8:30 AM to 5:30 PM
MARCO POLO ORTIGAS
Meralco Avenue & Sapphire Road, Ortigas Center, Pasig City


?REGISTER NOW! CALL US AT

877-6502 | 832-1409
?370-9961 to 63
(Globe) 0917-3257870 (Smart) 0919-6142598


Course Description

Large businesses often have HR specialists or even an HR department to oversee and coordinate their employee management policies and procedures. However, it is the line managers (and supervisors) who have the day-to-day responsibility for implementing various HR initiatives, such as:

• Employee engagement;
• Performance appraisal;
• Performance-related pay; and
• Workplace discipline.

Effective workplace discipline requires that line managers (and supervisors) are aligned to HR initiatives and have essential knowledge and skills in labor law and relations.

Understanding Your Line Managers and Supervisors

• Line managers and supervisors have relatively lesser knowledge or skills in labor law and employee relations (compared to HR professionals);
• They are more interested in learning how to achieve their operational goals and objectives;
• They desire more flexibility in dealing with their teams and have their informal (or internal) set of rules in enforcing discipline;
• They believe that HR professionals do not have a complete picture of their actual work processes and the dynamics within their team; and
• They think that rigid HR policies and decisions are counterproductive and can lead to demoralization.
Understanding the Problem


Inexperience: Line managers and supervisors who lack experience and expertise tend
to be either too rigid or too dependent on HR professionals and lawyers in enforcing
discipline. This can result in a legalistic approach to employee relations.


Inconsistent: Line managers and supervisors often have many operational
considerations in mind when enforcing discipline. They become inconsistent in applying
the rules. Perceptions of favoritism arises, which may cause employee disengagement.


Informal: Line managers and supervisors find due process requirements in enforcing
discipline time- consuming and too cumbersome. They prefer a more personal
approach. However, this may expose the company to illegal dismissal cases.
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Learning Investment for this 2-Day Course:

Reserve your seats NOW and SAVE P2,000
(Pay on or before June 26, 2018)!

Super Saver Rate: P 10,988 + VAT
(Pay on or before June 26, 2018)

Early Bird Rate: P 12,988 + VAT
(Pay on or before July 11, 2018)

Regular Rate: P 14,488 + VAT
(Starting July 12, 2018)


LEARNING INVESTMENT INCLUDES: A “Fun-filled” learning experience, complete with Learning Manuals, certificates and freebies! plus…
AM Snacks, Sumptuous Buffet Lunch and PM Snacks!
__________________________________________________

FOR MORE INFORMATION, EARLY REGISTRATION AND FOR SPONSORSHIP OPPORTUNITIES,
CALL US AT

ARIVA Academy Philippines, Inc.

877-6502 | 832-1409
370-9961 to 63

(GLOBE)

0917-3257870
0915-9420184

(SMART)

0919-6142598


Email: [email protected]


R E G I S T E R O N L I N E: www.Ariva.com.ph