نصائح إدارية للموارد البشرية / مترجم 5

Today's Tip

Topic: Training

The Tiredest Mantra in HR - and Still the Most Important

In real estate, it's location, location, location, and in HR, it's document, document, document. Yes, it's the most-hackneyed saying in the history of HR, but it's still the most important.

Time after time, lawsuits are lost or settled because documentation doesn't exist or is inadequate, inaccurate, or doesn't support management's statements. Somehow, you need to get your supervisors trained to do it and do it right.

Today, will will show you how to help supervisors with their documentation.

Give Supervisors an Outline

Supervisors' biggest problem is getting started, so give supervisors 20 starting sentences for the most common offenses. For example, "We expect our employees to report to work on time," or "We expect our employees to safeguard our assets."

Documentation Outline

Once they have started, ask your managers and supervisors to follow the outline below. That will ensure that documentation is complete and consistent across the organization.

1. State the expectations that are not being met
State the general expectation. (We expect our people to come to work on time.)
State the specific expectation. (We initiate discipline when people are late more than x days in y period.)

2. Specify failings in terms of the employee's performance or behavior
Describe behaviors rather than use labels. For example, don't say just "bad attitude," say, "You are disrespectful of employees. For example, you said, 'This is so simple even you could figure it out.' "
Focus on outcome rather than intent. For example, "You were late" rather than "You don't care about being on time."
Avoid absolutes. For example, don't say, "You are always late in meeting deadlines."

3. List prior corrective counseling
Enumerate prior steps in the progressive discipline process. Don't forget to include informal discussions and oral notices.

4. Note expectations going forward
State general and specific expectations and include time frames.

5. Indicate consequences
Inform employees of the consequences of additional infractions