HRM Grievances

1. EMPLOYEE GRIEVANCES
HANDLING & REDRESSAL
SUBMITTED BY : RAHUL RUHELA , 1231,
B.COM(PROG)-V
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2.  Grievances relate to problems of
interpretation or perceived non
fulfillment of one’s expectations from the
organization.
 According to Jucius “a grievance is any
discontent or dissatisfaction, whether
expressed or not, whether valid or not
arising out of anything connected with
the company which an employee thinks
believes or feels to be unfair, unjust or
inequitable.
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3. Wages
wages
supervision
working
conditions
•Demand for Individual adjustments
• complaint about incentives
•Compliant about Discipline.
•Inadequate instruction given
•Unhygienic Working Conditions.
•Poor production Standards.
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4. •Pay Scale
•Overtime
•Benefits-
Promotions,
Incentives, Seniority
and Discharge.
•Lack of role clarity.
•Autocratic
Leadership style of
leadership.
•Lack regards for
collective agreement.
•Unrealistic
•Non availability of
proper tools,
machines and
equipments for doing
the job.
•Tight Production
standards.
•Bad working
conditions.
•Poor relationship
with Supervisor.
• Negative approach
to discipline.
•Narrow attitude.
•Over Ambition.
•Egoistic Personality.
•Non-Cooperative.
•Personal Problems
outside Factory.
Managerial
conditions
working conditions Personal factors
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5. EFFECTS OF GRIEVANCES
On Production On Employees On Managers
Low Quality
of
Production.
Low
Productivity.
Increase in
Wastage.
Increase in
cost of
Production.
Increased
Absenteeism.
Reduction in
level of
Commitment.
Increase in
Accidents.
Reduced
Morale.
Strained
superior-
Subordinate
Relationship.
Need for
Increased
Supervision.
More follow
ups means more
Burden.
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6. METHODS OF UNDERSTANDING EMPLOYEE
GRIEVANCES
Interviewing employees who have decided to quit
the company could reveal a lot about what is not
visible to the naked eye.
A survey could be undertaken to find
out how employees feel about the
company about the work, their
colleagues.
Gripe boxes may be kept at prominent
locations in the factory for. lodging
anonymous complaints pertaining to any
aspect relating to work.
This is a kind of walk in interview or meeting with the
manager when the employees can express his feelings
about any work related grievance.
Grievances
Identification
Techniques
Exit
Interview
opinion
survey
open
door
policy
Gripe
boxes
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7.  A grievance procedure is a formal process which is preliminary to an
arbitration, which enables the parties involved to attempt to resolve their
differences in a peaceful manner.
 It enables the company and the trade union to investigate and discuss the
problem at issues without in any way interrupting the peaceful and orderly
conduct of business
 When the grievance redressal machinery works effectively, it satisfactorily
resolves most of the disputes between labour and management.
 The grievance procedure may be of an open door type or of step ladder type
 In an open door policy the management asserts that no employee is prevented
from going to it directly with his grievance and even meet the head of the firm
in an effort to have his grievance properly attended to it.
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8. 1. The employee should raise his or her grievance with the immediate
supervisor.
2. If the decision taken by the supervisor is not acceptable to the aggrieved
employee, he or she should be made known to whom next in the echelon of
management, he or she should refer the grievance.
3. The grievance should be handled promptly and dispassionately.
4. Only the grievance raised by the employee having understood the
instructions issued to him or her employer will register the protest and set
the grievance handling procedure in motion.
5. If the aggrieved employee still remains dissatisfied, there will be no direct
action by the either party which might prejudice the case or raise doubts
while the grievance is being investigated.
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9. MODEL GRIEVANCES REDRESSAL PROCEDURE
Aggrieved employee
Departmental head
Head of Department
Grievance Committee
Chief Executive
Voluntary Arbitration
SETTLEMENT OF GRIEVANCES
48 HOURS 3 DAYS 7
DAYS 7 D
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10. BENEFITS OF EMPLOYEE REDRESSAL PROCEDURE
1. It encourages employees to raise concerns without fear of
reprisal.
2. It provides a fair and speedy means of dealing with
complaints.
3. It prevents minor disagreements developing into more
serious disputes.
4. It serves as an outlet for employee frustrations and
discontents.
5. It saves employer’s time and money as solutions are found for
workplace problems. It helps to build an organizational climate
based on openness and trust.
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12. SERVICES OFFERED
 Application Development
 Application management
and operation.
 Application Portfolio
Optimization.
 Cloud Computing Services.
 Enterprises Content
Management.
 Enterprise Resources
Planning.
 Full services Co-sourcing.
 Independent Verification
and Validation.
BASICS
 HCL is fourth largest IT
company in India .
 It was founded In November
12, 1991 by SHIVE NADAR.
 Present CEO is C
VIJAYKUMAR.
 HCL TECHNOLOGIES has
global network of offices in
26 Countries.
 Its headquarter is in Noida,
UP.
 Total Employees are 124,121.
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13.  They follow a STEP LADDER Method for solving grievances.
They have their own grievance handling portal site on which employee
upload their grievances, it is the first step.
 Preparing of data related to grievances and sufferer on excel sheets( Fields-
name, employee id, Job profile, experience in HCL , cause of Grievance, type
of grievances , Updates)
 Interview of sufferer by project manager.
 On Every Step there is certain time limit fixed for resolving the issue.
 Sufferer is provided information at each stage .
 They had Grievances Handling Committee of 6 members( HR heads, HR
manager, chairperson , Legal Advisor, )
After above all, Issue reaches to Arbitration.
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14. PROCEDURE IN CHART FORM
uploading grievance on portal
Project manager ( with in 3 days)
Head ( With in 14 days)
Departmental head( within 20 days)
Grievance committee ( 30 days)
Arbitration
S E T T L E M E N T
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15.  Employees are satisfied with the grievance handling procedure
adopted by the organization.
 Interpersonal relations are not good.
 Main causes of grievances are:
a. wage payment and job profile.
b. leave.
c. Overtime.
d. Seniority and Promotional.
e. Bad relationship between employer employee.
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16. http://epgp.inflibnet.ac.in/epgpdata/uploads/epgp_content/S000023MA/P001
194/M022406/ET/1504594532quadrant1-module29.pdf
https://www.slideshare.net/joshiparikshit/grievance-redressal
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