Employee grievance and redressal HRM

Employees grievance and redressal. HRM Presentation

1. EE
MPLOYEE MPLOYEE GRIEVANCE GRIEVANCE ANDAND
REDRESSAL REDRESSAL
Submitted by Submitted by
Shibin Shibin S S SS
S2 MBA S2 MBA S2 MBA S2 MBA
GIMS , GIMS , Kadakkal Kadakkal

2. W
HAT DO WE UNDERSTAND BY
‘
EMPLOYEE
GRIEVANCE
’?

Grievance means an
y
t
yp
e of dissatisfaction or
yyp
discontentment arising out of factors related to
an employee’s job which he thinks are unfair.
A i i h l f l th t

A
gr
i
evance

ar
i
ses

w
h
en

an

emp
l
oyee
f
ee
l
s
th
a
t
something has happened or is happening to him which he thinks is unfair, unjust or inequitable. In an organization, a grievance may arise due to several factors such as: 1) Violation of management
’s responsibility such
1) Violation of managements responsibility such as poor working conditions.
2
)
Violation of com
p
an
y
’s rules and re
g
ulations
)pyg

3. 3
)
Violation of labor laws
)
4) Violation of natural rules of justice such as
unfair treatment in promotion, etc.

4. E
SSENTIALS OF GRIEVANCE
:

The discontentment arises out of somethin
gg
connected with the organization.

A grievance may be expressed or implied.

The discontent may be rational or irrational.

5. SOURCES OF GRIEVANCE 
The sources of
g
rievance are
g
rou
p
under three
ggp
heads:
1) Grievance resulting from Management
Policies: Policies:
a.
Wage rates or scale of pay
b.
Overtime
c.
Leave
d.
Transfer –improper matching of the worker with the job with the job
e.
Seniority, promotion and discharges
f.
Lack of career planning and employee dl t l d
eve
l
opmen
t
p
l
an

6. g) Lack of role clarity h) Lack of regard for collective agreement.
i) Hostility towards a labourunion.
j) A toc atic leade hi t le of e i o j) A
u
toc
r
atic leade
rs
hi
p

s
t
y
le of
sup
e
rv
i
s
o
rs

7. 2) Grievance resulting from Working
diti
con
diti
ons:
a)
Unrealistic
b)
Non
-
availability of proper tools machines and
b)
Non
-
availability of proper tools
,
machines and
equipment for doing the job.
c)
Tight production standards.
d)
Bad physical conditions of work place.
e)
Poor relationship with the supervisor.
f)
Negative approach to discipline.

8. 3) Grievances resulting from Personal factors: a)
Narrow attitude
b)
Over-ambition Eii li
c)
E
go
i
st
i
c

persona
li
ty

9. H
ANDLING OF GRIEVANCE

It is im
p
ortant to kee
p
some
p
oints in mind
ppp
while dealing with grievances of subordinates.
These are:
a)
A grievance may not be real
b)
Grievances may arise out of not one cause,but
ltif i
mu
ltif
ar
i
ous

causes.
c)
Every individual does not give expression to his g
rievances.
g

10. (
CONTD
.)

A mana
g
er needs to follow some
g
uidelines to deal
gg
effectively with the grievances:
1)
The complainant should be given a patient hearing.
)
Att t h ld b d t t t th t f th
2
)
Att
emp
t
s

s
h
ou
ld b
e

ma
d
e
t
o

ge
t
a
t th
e

roo
t
o
f th
e

problem.
3)
The management must show its anxiety to remove the grievances of the workers
4)
If the grievances are real and their causes are known,attempts
should be made to remove the
known,attempts
should be made to remove the
causes.
5)
If the grievances are imaginary or unfounded, attempts should be made to counsel the workers attempts should be made to counsel the workers
.

11. E
MPLOYEE
G
RIEVANCE
R
EDRESSAL

Em
p
lo
y
ee Grievances can be handled b
y
ado
p
tin
g

py y p g
various measures. These measures are discussed
separately in this section
O d li
U d thi d th
1.
O
pen
d
oor

po
li
cy:

U
n
d
er
thi
s

proce
d
ure
th
e

employees are free to meet the top executive of the organisationand get grievances redressed.
2.
Step-ladder procedure:
Under this
procedure, the aggrieved employee has to
proceed step by step in getting his grievance proceed step by step in getting his grievance heard and redressed.

13. E
SSENTIALS OF A GOOD GRIEVANCE
PROCEDURE 
A grievance procedure must follow certain principles
which are listed below:
1.
A grievance should be dealt with in the first
instance at the lowest level.
2.
The line of appeal must be made clear to the employees.
3.
Grievances should be dealt with speedily.
3.
Grievances should be dealt with speedily.
4.
If the grievance is against an instruction given by a superior, it is in the interest of the discipline that instruction must be carried out. instruction must be carried out.
5.
The grievance procedure should be set up with the
participation of the employees and it should be
applicable to all in the organization applicable to all in the organization
.

14. (
CONTD
.)

A
g
ood
g
rievance
p
rocedure must:
gg p
1.
Be simple:
It should be simple so that even an
average employee can understand it.
2.
Time bound:
It should lay down the time limit
which should not be exceeded at every step of
the grievance procedure. the grievance procedure.
3.
Involve participation of the employee leaders:
It should be developed with the
i i i f h l d f h l
part
i
c
i
pat
i
on

o
f
t
h
e
l
ea
d
ers

o
f
t
h
e

emp
l
oyees

and must be applicable to all.