18 oct 2010

my 1st day in iqm.. evrty is soo hard 4 me.... starting from the poco2, orientation, meet mr azmi, goes to production line.... visit idil colour.. then plastic division.. then metal stamping again.. robot welding.. spot weld.... all will be my responsibilities... hopefully i can give the best services in IQM.. ya Allah.. please help me to do my work.. as a shift supervisor.. i need to change my lifestyle... into more dicipline. i need to make many change...

Supervisory Responsibilities Concerning Discipline

Supervisors must be familiar with labor contract and rule provisions which apply to the initiation of the disciplinary process and employee due process rights.

Rules and Standards of Performance

In your responsibilities as a supervisor, you should be aware that there are things employees need to know to more efficiently perform their job responsibilities. You are responsible for seeing that each employee knows:

1. The policies, rules and regulations that govern the employees' work, and that the employee has acknowledged receipt of a copy of these.
2. The proper kind of behavior expected of the employee.
3. The duties and tasks the employee is expected to perform.
4. What you, as supervisor, consider the standards of performance for the job.
5. How well the employee is meeting those standards of performance.
6. How the employees' work can be improved and better working capabilities developed.
7. The provisions of applicable labor contracts which apply to the initiation of the disciplinary process and employee rights.

If and when an employee violates a rule, you will want to be able to answer "yes" to the following questions:

1. Was the rule properly communicated to employees?
2. Was the employee aware of the rule?
3. Does the employee understand what the rule means?
4. Is the rule reasonable (job relatedness is the key)?

Work of high quality done on a regular basis develops into a habit. Work habits are developed on the job. People are not born with either bad or good work habits. The supervisor establishes these work habits through supervision and personal example. Most employees respond to good leadership by developing acceptable work habits. Others require more attention. A few may require disciplinary or some other administrative action. Through adequate training, communication, and setting an example, good discipline can become a reality that insures high performance.

Self-discipline

Self-discipline in our employees is largely dependent upon our own self-discipline as supervisors. We often think of people according to their abilities to perform their tasks on their own, without supervision or other assistance. The following supervisory actions have been found useful in developing self-discipline. Compare them with your present actions and seek ways to improve:

1. Decide upon areas of activities where self-discipline is needed.
2. Provide employees with planned work procedures.
3. Explain "how" and "why" in training.
4. Permit the employee to gain gradual control as his or her ability to perform increases. Compliment achievement and efforts to gain independence. Show your confidence in his or her ability.
5. Help employees gain self-confidence.
6. Follow up periodically and decrease frequency of follow up contacts as confidence and competence are apparent in employees.
7. Maintain regular supervisory checks and other contacts.

What are some indicators of employee self-discipline?

1. Employees arriving on time for work and on a regular basis.
2. Employees properly dressed for the type of work in which they are engaged.
3. Employees handling equipment, tools, and material properly.
4. Employees turning out quality and quantity of work expected.
5. Tasks performed in good spirits.
6. Harmonious work relationships.

Working Environment

Is the working environment encouraging your employees to do their best?