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Discipline for Effective Hrm at Plant Level: - Pedestal on Aurnagabad Experience

Autor:   •  July 9, 2011  •  Essay  •  3,994 Words (16 Pages)  •  1,088 Views

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Discipline for Effective HRM at Plant Level: - Pedestal on Aurnagabad Experience

Introduction

Human Resource Discipline is a tool for Human Resource management. It is the force that prompts any individual or group to observe rules, regulations and procedures that are deemed necessary to the attainment of the objective. It is the exercise of restraints or enforcement of penalties for the violation of group regulations. Discipline is a major factor in achieving smooth operation of the enterprise. The bigger the organization, the more essential it is to have and discipline. As a matter of fact, management should achieve co-ordination through the use of both positive and negative discipline. The extent to which negative discipline must be used is largely an index of management’s efficiency in developing positive discipline. Positive discipline requires a purposeful and planned programme of training. It flourishes in an atmosphere of confidence, trust, enthusiasm and integrated interest.

Human Resource Discipline in the broad sense means orderliness - the opposite of confusion. It is a fundamental requirement for the Human Resource working in an organization just as it is for other segments of society. Shop discipline as we use the term, does not means strict and technical observance of rigid rules and regulations. It simply means working cooperating and behaving in normal and orderly way, as any reasonable person would expect an employee to do. The promotion and maintenance of employee discipline in an organisation like Bajaj Auto Ltd. is a must for its smooth progress and growth. Popularly, it is said that the government which is the best that which governs the least. Similarly, it may be said that employee discipline is at its best when there is a great amount of self-discipline on the part of the employees.

The powers of disciplinary action are generally vested in the appointing authority. When the appointing authority is the Executive Officer or the General Manager, there is usually the right to appeal to the Chairman of the company or Board of Directors. It is widely believed that there is too much of political interference and fractional politics and there is no proper control over conduct and discipline. In selected universe of large-scale industrial units from Aurangabad, It is found that:

1. In many units the subordinate staff is not strictly under the control of the Executive Officer, The power of the Board of Directors limits executive discretion in matters affecting control and supervision of the staff. The matters of in-disciplines are to be referred to high power committee in which Human Resource manager is happened to be an only a member.

2. In recent years, large numbers of employees unions have sprung up in Aurangabad and there are frequent

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