Grievances Redressal Procedure detailed presentation.pptx

A presentation on grievances Redressal Procedure

1. GRIEVANCES REDRESSAL    PROCEDURE

2. EMPLOYEE GRIEVANCES

3. Definition: Dale S Bearch defines it as,   “A grievance is any dissatisfaction or feeling of injustice in connection with one’s employment situation that is brought to the attention of management”

4. Causes of Grievances

5. Causes of Grievances ECONOMIC Employees may demand for individual wage adjustments. They may feel that they are paid less when compared to others. For example, late bonus,payments,adjustments to overtime pay, perceived inequalities intreatment , claims for equal pay, and appeals against performance related pay awards.  WORK ENVIRONMENT It may be undesirable or unsatisfactory conditions of work. For example, light, space,heat , or poor physical conditions of work place, defective tools and equipment, poor quality of material, unfair rules, and lack of recognition. 

6. Causes of Grievances SUPERVISION It may be objections to the general methods of supervision related to the attitudes of the supervisor towards the employee such as perceived notions of bias, favouritism , nepotism, caste affliations and regional feelings. ORGANISATIONAL CHANGE Any change in the organizational policies can result in grievances. For example, the implementation of revised company policies or new working practices.

7. Causes of Grievances EMPLOYEE RELATIONS Employees are unable to adjust with their colleagues, suffer from feelings of neglect and victimization and become an object of ridicule and humiliation, or other inter employee disputes. MISCELLANEOUS These may be issues relating to certain violations in respect of promotions, safety methods, transfer, disciplinary rules, fines, granting leaves, medical facilities, etc.

8. EFFECTS OF GRIEVANCES A dissatisfied and unhappy employee will not be able to perform to the best of his ability. His mind will be preoccupied with the things that are bothering him which leads to a lack of focus on his current job in hand. It leads to a drop in productivity and efficiency of the employee and the organization as a whole.

9. STEPS IN GRIEVANCES REDRESSAL Grievance affects not only the employee and the manager but also the organization as a whole. The grievance procedure has to be carefully designed and implemented as it deals with human sentiments.  Below steps should be followed to redress the grievance for the smooth functioning of the organization.

10. STEPS IN GRIEVANCES REDRESSAL 

11. Acknowledge and understand grievance The first step in grievance handling is to timely acknowledge the problems before they turn into actual grievances through several means such  Observation Opinion surveys Gripe boxes Open door policy Exit interviews STEPS IN GRIEVANCES REDRESSAL 

12. STEPS IN GRIEVANCES REDRESSAL  Gathering facts and data The next step is to collect facts and data about the grievance from all the parties involved. Everyone’s opinion should be given equal importance and no fact should be neglected or ignored Analysis of the grievance The problem should be analyzed on the basis of the facts and data received after taking into consideration the economic, social, psychological and legal issues involved in them.

13. STEPS IN GRIEVANCES REDRESSAL  Deriving a solution After analyzing all the facts and data, different alternative solutions to the problem should be discussed and the best solution should be selected. Redressal The grievance should be redressed by promptly putting into action the best solution selected. The employee should be relieved of the stress and discontent as soon as possible.

14. Execution and Follow up Once the solution is executed and implemented, there should be a timely follow up registering the employee’s reaction to the decision. Also, it should be checked time and again whether the issue has been properly closed and it should be made sure that it does not reoccur.

15. Benefits of Grievances Redressal Procedure

16. BENEFITS OF GRIEVANCE REDRESSAL PROCEDURE  Avoids Disputes Opportunity for the Workers to Express their Dissatisfaction Boosts Morale and Emotional Security Enhances Commitment of the Staff Helps Maintain Cordial Relationship Improves Staff Productivity

17. 1. Avoids Disputes Before a grievance takes the form of any kind of dispute, it is the duty of the management to solve it as soon as possible. Timely redressal of grievance saves the organization from settling a dispute that may arise otherwise.

18. 2. Opportunity for the Workers to Express their Dissatisfaction                  It provides the workers an opportunity to express their fears, anxieties and dissatisfaction. It brings grievance to the open and to the knowledge of the managers so that they can take a step to resolve it.

19. 3. Boosts Morale and Emotional Security           It provides employees a platform where they can formally release their emotional stress and dissatisfaction. It thus builds within him a sense of emotional security

20. 4. Enhances Commitment of the Staff When the employees feel emotionally secured that their problems and grievances are being attended to and resolved promptly, they feel a sense of commitment to the organization. Their drive to perform to the best of their ability increases and they become more loyal towards the organization.

21.  5. Helps Maintain Cordial Relationship               Acknowledgement of employee grievance by the managers and redressal of the same as soon as possible promotes a healthy relationship between the subordinate and the superior. The subordinate feels cared for and in return would follow the instructions of the superior with greater dedication.

22.   6. Improves Staff Productivity When an employee grievance is attended to and a prompt action is taken to redress it, it boosts the employee’s morale, motivates him to maximize his potential and work with full dedication and commitment. This results in higher standards of productivity and optimum utilization of resources.

23. Hero Honda Motors A case study

24. Introduction

25. Demands: Wage hike, job regularization, extra casual leave and medical benefits. In addition they demanded regularisation for 1,000 workers immediately and 100 every month, unions were demanding that junior contract workers be treated as casual workers, which entitled them to some benefits. A contractual Hero Honda worker is paid between Rs. 4000- 6700 per month as against Rs. 40,000, the salary of a permanent worker performing the same job.  Rs 10 is deducted daily for food and tea only from the casual workers' salary. Contractual workers recruited not only get low wages but also do not receive any pay slip or cards.  The casual helper at the plant gets a meager Rs. 2000-2500 at the end of the month.  The management and the contractors are equally involved in the exploitation of the contract worker.

26. How the strike ended? On 14th April, a tripartite meeting was held between Haryana's additional labour commissioner, management and worker representatives and they agreed for a settlement, under which some demands were met with.  The agreement included 30% hike in salary, two days of casual leave every month and medical benefits in accordance with the company rules, issuing identity cards and ATM cards and opening bank accounts for the casual workers.

27. Conclusion Issues between the management and workers should be resolved beforehand.  There should be a good communication link between the worker and the management.  Management should not suppress or violate the rights of the worker

28. THANK YOU