grievance handling in hr 1

8/7/2019 Grievance Handling in Hr 1

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GRIEVANCE

HANDLING IN HR


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MEAN:-

A grievance means any discontentment or

dissatisfaction in an employee arising out of

anything related to the enterprise where he is

working. It may not be expressed and even may not be

valid.

It arises when an employee feels that something

has happened or is going to happen which is

unfair, unjust or inequitable.


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NATURE OF GRIEVANCE :-

Nature of Grievance Grievances are symptoms of

conflicts in the enterprise.

Just like smoke could mean fire, similarly

grievances could lead to serious problem if it isnot addressed immediately! So they should be

handled very promptly and efficiently.

While dealing with grievances of subordinates, it

is necessary to keep in mind the following points:

A grievance may or may not be real.


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FORMS OF GRIEVANCES :-

Factual : factual grievances arise when the

legitimate needs are unfulfilled.

Imaginary grievance : wrong perception, wrong

attitude or wrong information. Unknown to himself : pressures and frustrations

that an employee is feeling from other sources

like his personal life.


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IDENTIFYING GRIEVANCES :-

Gripe boxes: A gripe box may be kept at prominent

locations in the factory for lodging anonymous

complaints pertaining to any aspect relating to work.Since the complainant need not reveal his identity, he

can express his feelings of injustice or discontent

frankly and without any fear of victimisation.


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CONT..

Exit interview: Employees usually leave their current

jobs due to dissatisfaction or better prospects outside.

If the manager tries sincerely through an exit

interview, he might be able to find out the real reasonswhy X is leaving the organisation.


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CONT

Opinion Surveys: Surveys may be conducted

periodically to elicit the opinions of employees about the

organisation and its politics.


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CONT

Open door policy: This is a kind of walk-in-

meeting with the manager when the employee

can express his feelings openly about any work-

related grievance. The Manager can cross-check

the details of the complaint through various

means at his disposal.


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STEPS IN THE GRIEVANCE

PROCEDURE :-

Identify grievances

Define correctly

Collect Data

Prompt redressal

Implement and follow up


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Identifygrievances

Define

correctly

CollectData

Promptredressal

Implementand follow

up

Procedure


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CURRENT USING:-

Be Accessible : This means coming out of your

office and walking around the workplace. Make

connections with your employees when you see

the opportunity to do so.


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CONT

Createa System for Complaints : Employees need

to know the proper way to air grievances. Ask your

employees to address grievances directly through the

system you have established. This system may create

liaisons in the office who can be trusted to handle the

issue discretely.


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CONT.

Allow Employeesto Take Ownership : Successful

business owners realize that most employee grievances

can be resolved by empowering the employee to make

the necessary change. For example, if an employee is

having a problem with the current system of vacation

requests, ask the employee for suggestions on how to

change the system.


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CONT

Document Grievancesin Writing : Once discussed

the issue with an employee, have that person sign a

document stating the situation was addressed to his or

her satisfaction.


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THANK YOU

PRESENTED BY:-Nehakhandelwal

grievance handling in hr 1

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