Grievances and guidelines for handling grievances , human resource management

1. GRIEVANCES AND
GUIDELINES FOR
HANDLING GRIEVANCES
-by
BISWAPRIYA SAHA
BBA(H) 3RD YEAR

2. contents
1 - What is grievance ?
2 – W’s of grievance handling
3 - Grievance reasons
4 – Grievance effects
5 – steps in grievance handling

3. WHAT IS GRIEVANCE ?
Employee grievance refers to the
dissatisfaction of an employee with
what he expects from the company and
its management.

4. W’s OF GRIEVANCE
HANDLING
 Who is involved
 When did it happen
 Where did it happen
 What happened (exactly)
 Why is it grieve-able
 What must be done

5. GRIEVANCE- REASONS
 ECONOMIC- They may feel that they are
paid less when compared to others. For
example, late bonus, payments, adjustments to
overtime pay, perceived inequalities in
treatment, claims for equal pay.
 WORK ENVIRONMENT- It may be
undesirable or unsatisfactory conditions of
work. For example, light, space, heat, or poor
physical conditions of workplace, defective
tools and equipment.

6. GRIEVANCE- REASONS
SUPERVISION- attitudes of the supervisor
towards the employee
EMPLOYEE RELATIONS- Employees are unable
to adjust with their colleagues, suffer from feelings
of neglect

7. GRIEVANCE EFFECTS
 1. On the production:
 a. Low quality of production
 b. Low productivity
 2. On the employees:
 a. Increase in the rate of absenteeism and turnover
 b. Reduction in the level of commitment, sincerity and
punctuality

8. STEPS IN GRIEVANCE
HANDLING
 TIMELY ACTION- The first and foremost requisite in
grievance handling is to settle them immediately as and when
they arise.
 ACCEPTING THE GRIEVANCE- It must be
noted that acceptance does not necessarily mean agreeing
with the grievance, it simply shows the willingness of the
supervisor to look into the complaint
 IDENTIFYING THE PROBLEMS- The
grievance expressed by the employee maybe at times simply
emotionally, over-toned, imaginary or vague. The supervisor,
therefore, needs to identify or diagnose the problem stated by
the employee.

9.  COLLECTING THE FACTS- Once the problem
is identified as a real problem, the supervisor should, then,
collect all the relevant facts and proofs relating to the
grievance.
 ANALYSING THE CAUSE OF THE
GRIEVANCE- analysis of the cause will involve
studying various aspects of the grievance such as the
employees past history, frequency of the occurrence,
management practices, union practices, etc.
 TAKING THE DECISION- alternative courses of
actions are worked out. These are, then, evaluated in view
of their consequences on the aggrieved employee, the union
and the management. Finally, a decision is taken which is
best suited
 IMPLEMENTING THE DECISION- The

10. MODEL SHOWING GRIEVANCE HANDLING
PROCEDURE
1. Timely Action
2. Accepting the
Grievance
3. Identifying the
Problem
4. Collecting the Facts
5. Analysing the cause
of the Grievance
6. Taking Decision
7. Implementing the
Decision