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Human Value Action Team and Self-Governance Detailed Framework

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HPT Resources

Human Value Action Team and Self-Governance Detailed Framework

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A transformative approach to managing workplace discipline, fostering self-governance, and aligning behaviors with organizational values, creating a culture of collaboration and accountability

Overview of HVAT

The Human Value Action Team (HVAT) is integral to the High-Performance Team (HPT) methodology. It empowers employees to take ownership of their behavior, resolve conflicts constructively, and align their actions with the organization’s values. HVAT operates on Restorative Justice principles, ensuring a harmonious work environment while promoting transparency and accountability.

Objectives of HVAT

Organizational Excellence

Strengthen performance through proactive conflict resolution. Align behaviors with organizational goals and values.

Employee Empowerment and Growth

Equip employees with tools to self-manage discipline. Promote peer accountability and pride in maintaining standards.

Customer Satisfaction

Build a disciplined workforce committed to excellence

Sustainable Workplace Culture

Foster an environment of trust, respect, and inclusivity

Traditional vs. HPT Approach

Traditional Approach

Top-down discipline enforced by management. Employees co-create norms and self-govern. "They vs. We" culture leading to resistance. High ownership fosters active participation.

HPT Approach

Top-down discipline enforced by management. Employees co-create norms and self-govern. "They vs. We" culture leading to resistance. High ownership fosters active participation.

Punitive measures reduce morale. Restorative measures promote trust and learning.

Top-down discipline enforced by management. Employees co-create norms and self-govern. "They vs. We" culture leading to resistance. High ownership fosters active participation.

HVAT Structure and Roles

Constitution

One HVAT per COE (except Aviation). 4–6 members per team, serving a tenure of 1 year. Members selected through peer evaluation

Leadership

Mentor COE Leader. Facilitator HRBP (COE HR Business Partner)

Key Role

Investigate deviant behavior and recommend restorative actions. Conduct culture audits and propose improvements. Oversee recognition and engagement processes.

Selection Criteria for Members

Traits Strong communication, empathy, fairness, and decision-making. Evaluation Alignment with values and interpersonal skills, assessed on a 60-point scale.

Responsibilities of HVAT

Investigating Deviant Behavior

Address absenteeism, safety violations, and unprofessional conduct.
Develop solutions that address root causes and prevent recurrence.

Restorative Justice

Focus on constructive measures that reinforce learning.
Ensure solutions are implemented within 48 hours.

Enhancing Workplace Discipline

Develop "Do's and Don'ts" for workplace behavior.
Engage employees in defining and adhering to norms.

Proactive Problem-Solving

Anticipate issues through regular culture surveys.
Build trust by fostering open communication.

Value Governance System

Purpose

Identify misconduct, categorize its severity, and define appropriate restorative actions

Categories of Misconduct

Mild Unintentional or first-time issues.
Serious Habitual violations or deliberate actions. Detrimental Severe breaches impacting reputation.

Actions for Misconduct

Mild Counseling, written warnings, or community service. Serious Suspension, performance reviews, or additional training. Detrimental Termination or legal action, depending on severity.

Processes Handling Deviant Behavior and Grievances

Deviant Behavior

HVAT Process - Investigates incidents, submits Probe Report with recommendations. Implements corrective actions with COE Leader's approval.

Grievance Handling

Employees present grievances to HVAT, which investigates and resolves them or escalates as needed.

Eligibility and Peer Evaluation for HVAT Membership

Eligibility

Minimum 2 years post-APB (Achieved Performer Badge).
No violations in the past 2 years.

Evaluation Criteria

Peer evaluation based on alignment with values, empathy, communication skills, and decision-making ability.

HVAT Operations

Incident Reporting

Employees report incidents or HVAT identifies them independently.

Implementation

Actions are carried out swiftly, ensuring alignment with organizational values.

Feedback Mechanism

Employees are informed of resolutions, fostering transparency and trust.

Training

HVAT members undergo training in investigation, communication, and conflict resolution

Benefits of HVAT

High Ownership

Employees take pride in adhering to norms they helped create, increasing commitment

Early Problem Detection

Proactively identifying and resolving issues improves workplace harmony.

Enhanced Discipline

Uniform enforcement of norms builds fairness and respect.

Improved Organizational Trust

Transparent processes and restorative actions strengthen trust between employees and management.

FAQs

The Human Value Action Team (HVAT) empowers employees to self-manage workplace discipline, focusing on restorative justice and fostering alignment with organizational values.

Unlike traditional top-down discipline, HVAT encourages self-governance, employee ownership of norms, and a restorative approach to addressing workplace issues.

HVAT members investigate deviant behavior, implement restorative actions, conduct culture audits, and ensure alignment with organizational values.

HVAT fosters a culture of mutual trust, respect, and inclusivity by involving employees in defining norms and addressing issues constructively.

HVAT drives accountability, enhances discipline, promotes early problem detection, and strengthens organizational trust, resulting in a more collaborative and high-performing workforce.

Transforming Businesses, Empowering Teams, Driving Excellence.

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Human Value Action Team and Self-Governance Detailed Framework

Human Value Action Team and Self-Governance Detailed Framework

Overview of HVAT

Objectives of HVAT

Traditional vs. HPT Approach

HVAT Structure and Roles

Responsibilities of HVAT

Value Governance System

Processes Handling Deviant Behavior and Grievances

Eligibility and Peer Evaluation for HVAT Membership

Eligibility

Evaluation Criteria

HVAT Operations

Benefits of HVAT

FAQs

1. What is the role of HVAT in an organization?

2. How does HVAT differ from traditional management approaches?

3. What are the key responsibilities of HVAT members?

4. How does HVAT enhance organizational culture?

5. What are the benefits of having HVAT in the workplace?

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