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Employee Grievance

Employee Grievance

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Employee Grievance

An Employee grievance may be any absolute or imaginary feeling of annoyance or injustice which an employee training about his job and it’s nature, about the management policies and procedures. It must be shown by the employee and brought to the notice of the board and the organization.

Grievances take the form of misunderstandings when they are not resolved. Also, they will then lower the self-confidence and ability of the employees. Neglected grievances result in annoyance, low productivity, lack of interest in work, absence, etc. In short, grievance begins when employees expectations are not met from the organization as a result of which a feeling of disappointment and trouble arises. This trouble must crop up from employment issues and not from personal issues.

Grievance may result from the following factors-

  • Inaccurate working conditions such as strict production standards, unstable workplace, bad relation with managers, etc.
  • Irrational management approach such as overtime, transfers, degradation, irrelevant salary structure, etc.

 

Employee grievance

Breaking of organizational rules and practices

The manager should immediately identify all grievances and must take appropriate steps to reduce the causes of such grievances so that the employees remain loyal and committed to their work. Useful grievance management is an essential part of staff management. The managers should use the following approach to manage grievance completely-

Quick action : As soon as the grievance occurs, it should be identified and resolved. Training must be given to the managers to completely and timely manage a grievance. This will lower the harmful effects of grievance on the employees and their performance.

Acknowledging grievance : The manager must recognize the grievance put forward by the employee as the indication of true and real feelings of the employees. Acknowledgment by the manager indicates that the manager is eager to look into the complaint impartially and without any preference. This will create a contributory work environment with examples of grievance reduced.

Gathering facts : The managers should find appropriate and enough facts explaining the grievance nature. A record of such facts must be maintained so that these can be used in the later stage of grievance redressal.

Considering the causes of grievance : The actual cause of grievance should be known. Accordingly, corrective actions should be taken to prevent the repetition of the grievance.

Decisions : After identifying the causes of grievance, an alternative course of actions should be thought of to handle the grievance. The effect of each course of action on the existing and future management policies and procedure should be examined and accordingly, a decision should be taken by the manager.

Execution and report : The manager should execute the decision quickly, neglecting the fact, that it may or may not hurt the employees involved. After completing the decision, a follow-up must be there to ensure that the grievance has been resolved completely and adequately.

So, these are some conceptual details about provident Employee grievance and also their benefits that are helpful for our future. HR training in Chandigarh works out on all accounting concepts which is used in human resource management. You can learn all these stuff by taking HR Training in Chandigarh. This will help you to understand things practically which will help you to get more jobs in industry.

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