Pilot changes to disciplinary procedures before rolling them out organisation-wide.
Managing Disciplinary Procedures and Workplace Conduct
Practical training in disciplinary procedures, grounded in real cases and applied to your own operation.
📍 Cairo🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for disciplinary procedures that managers quietly work around has already failed. Most disputes about the people management and development discipline begin as a conversation that was handled badly. Benchmarking exercises repeatedly place this aspect of people management and development among the areas with the widest performance spread. It suits anyone whose decisions touch disciplinary procedures, in large organisations and small ones alike. They gain the ability to sequence improvements to this part of people management and development in an order their organisation can absorb. The programme takes participants through the wider people management and development agenda end to end, from framing the problem to closing it out. Sessions alternate between guided analysis of disciplinary procedures and supervised application. The version of the practice within people management and development described in the manual and the version practised on the floor tend to diverge over time. The closing exercise tests whether the participant's plan for this area of people management and development survives a hostile question.
Expected Learning Outcomes
Design the appeals or grievance route attached to disciplinary procedures.
Equip managers to hold the difficult conversations disciplinary procedures requires.
Draw practical lessons from failures in disciplinary procedures without assigning blame that suppresses reporting.
Diagnose whether a problem in disciplinary procedures is one of design, resourcing or discipline.
Prepare managers for the emotional load disciplinary procedures places on them.
Set acceptance criteria for disciplinary procedures before work begins rather than after.
Who Should Attend
Reward and compensation staff whose frameworks interact with disciplinary procedures.
Human resources managers and business partners responsible for disciplinary procedures.
Compliance and governance staff whose remit includes disciplinary procedures.
Internal communications staff explaining disciplinary procedures to the workforce.
Learning and development officers building capability in disciplinary procedures.
Technical staff being prepared for supervisory responsibility over disciplinary procedures.
Course Modules
Disciplinary procedures: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Explaining disciplinary procedures so people believe it
- Verify six months later that changes to disciplinary procedures have held.
- Write down the assumptions underpinning the approach to disciplinary procedures.
- Confirm that contractual obligations around disciplinary procedures are understood.
- Script the difficult conversation disciplinary procedures requires and rehearse it.
Session 2The hard cases in disciplinary procedures and how to reason about them
- Estimate the resource disciplinary procedures requires to run as designed.
- Document the reasoning for every exception granted under disciplinary procedures.
- Confirm records relating to disciplinary procedures meet retention and privacy rules.
- Set out how exceptions to disciplinary procedures are requested and approved.
Disciplinary procedures: review, learning and adjustment
2 sessions · 8 pointsSession 1Moving disciplinary procedures from approval to execution
- Set the consistency check that catches uneven application of disciplinary procedures.
- Build the competence framework that supports disciplinary procedures.
- Rank the weaknesses in disciplinary procedures by consequence rather than by ease of fixing.
- Rehearse the briefing on disciplinary procedures that would follow an incident.
Session 2The decisions in disciplinary procedures that cannot be delegated
- Design the communication for disciplinary procedures around the questions people will actually ask.
- Train line managers on disciplinary procedures rather than handling every case centrally.
- Measure the effect of disciplinary procedures on retention and performance, not activity.
- Pilot changes to disciplinary procedures in one area before wider rollout.
Disciplinary procedures: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Building manager capability in disciplinary procedures rather than owning it centrally
- Anticipate the objections disciplinary procedures will raise and prepare the answers.
- Name a single owner for each element of disciplinary procedures.
- Confirm that reporting on disciplinary procedures reaches the people who can act.
- Agree the smallest change to disciplinary procedures that would be visibly useful.
Session 2Piloting a change to disciplinary procedures before committing
- Estimate the cost of disciplinary procedures and the cost of leaving it unchanged.
- Check that disciplinary procedures complies with current labour regulation in every location.
- Set the review interval for disciplinary procedures and who attends.
- Distinguish symptoms from causes when disciplinary procedures underperforms.
Disciplinary procedures: capability across the management line
2 sessions · 8 pointsSession 1Appeals and grievances arising from disciplinary procedures
- Plan succession for roles most exposed to disciplinary procedures.
- Review disciplinary procedures for unintended equity effects across groups.
- Identify the data the organisation already holds that bears on disciplinary procedures.
- Compare the cost of disciplinary procedures with the cost of its absence.
Session 2Reviewing disciplinary procedures against what actually happened
- State the purpose of disciplinary procedures in one sentence a new manager would understand.
- Build the appeals route for disciplinary procedures and publish it.
- Ask employees what disciplinary procedures feels like from their side.
- Establish the boundary of disciplinary procedures and record what sits outside it.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.