objective signification of hr research methodology introduction model grievance procedure fmcg recommendation and suggestion conclusion

1. GRIEVANCE
HANDLING IN
FMCG
COMPANIES IN
INDIA
SHIVANI CHAUHAN
BBA+MBA(DUAL)
2014-2019
SEMISTER-3
Submitted to:
Miss. Somya pandey
ASB,AUUP

3. • State the desired goal.
• State the desired objective.
• Use multiple points if necessary.
Goal and Objective

4. • Summary of the current situation.
• Use brief bullets, discuss details verbally.
Today’s Situation

5. • Any relevant historical information.
• Original assumptions that are no longer valid.
How Did We Get Here?

6. • State the alternative strategies.
• List advantages & disadvantages of each.
• State cost of each option.
Available Options

7. • Recommend one or more of the strategies.
• Summarize the results if things go as proposed.
• What to do next.
• Identify action items.
Recommendation

8. Discovery /Knowing of
Grievances• Grievances can be uncovered in a number of ways .The methods are
discussed below:
• Observation: A manager can judge by change of behavior of his
subordinates. E.g.:
• Not getting along with people
• Spoiling materials due to carelessness
• Reporting late to work
• Grievance procedure: Companies having a proper grievance
procedure should motivate the employees to use it otherwise the
grievance will keep accumulating and explode in a violent forms in
future.
• Gripe Boxes: By lodging anonymous complaints in the gripe box, the
employee will not have fear of his name getting disclosed while
sharing his grievance. So he would be able to express his feelings of
injustice frankly.
• Open door policy: Employees can openly share any work related
grievance with the manager. The manager in turn has the full

9. MODEL GRIEVANCE PROCEDURE
• “The Model Grievance Procedure suggested
by the National Commission on Labour
involves six successive time-bound steps
each leading to the next, in case of
dissatisfaction. “
• The best way to handle a grievance is to
prevent it from arising in the first instance by
creating a positive work environment, the
next best way is to have an effective
mechanism to handle reported grievance in a
mutually satisfactory and expeditious
manner.
• Grievance procedures are the keystones of
industrial relations because of their ability to
resolve disputed issues while work continues
without litigation, strikes and other radical
disputes.
• It was first formulated by the 16th session of
Indian labour Conference in 1958.

10. STAGE 1:
• In the first stage, aggrieved employee makes a written/ oral submission of his
grievance to his immediate supervisor. Union representative may or may not
accompany the grievant.
• After ascertaining the facts of the complaint, supervisor takes the necessary
action to settle the issue and informs the employee of his decision, When the
employee is satisfied, the matter ends otherwise the aggrieved employee
proceeds with the next course of action. The issue has to be solved within 48
hours of the presentation of his complain
• STAGE 2:
• Aggrieved employee goes to higher authorities like the sectional/
departmental head for the settlement of his grievance. At this point the
employee is normally accompanied by the middle-level union leaders.
• The supervisor observes and arrives at a decision and communicates it to the
aggrieved employees, If the employee is not satisfied, he would request his
union to process the grievance and adopt it as a union grievance. He will get
the answer within 3 days of the presentation of his grievance
• STAGE 3:
• At this stage, the employee grievance becomes the union grievance and it is

11. • STAGE 4:
• IF THE GRIEVANCE STILL DEFIES SOLUTION, THE STAGE IS SET FOR
REFERRING THE ISSUE TO THE COMMITTEE OF UNION AND
MANAGEMENT .
• NOW, THE CONCERNED SUPERVISORS IN CONSULTATION WITH THE
HIGHER-LEVEL UNION LEADERS WRITE THE ISSUES TO BE ARBITRATED,
TIME : 7 DAYS
• STAGE 5:
• GRIEVANCE ARBITRATION IS THE FINAL STAGE OF THE GRIEVANCE
PROCEDURE.
• THE ARBITRATION HEARINGS ARE QUASI-JUDICIAL PROCEEDINGS, THE
ARBITRATOR’S DECISION IS FINAL, COMPULSORY AND BINDING ON
BOTH THE MANAGEMENT AND THE UNION.

12. F.M.C.
GFast-Moving Consumer Goods (FMCG) or Consumer Packaged Goods (CPG) are products that are
sold quickly and at relatively low cost. Examples include non-durable goods such as soft drinks, Over-the-
counter drugs, processed foods and many other consumables. Though the profit margin made on FMCG
products is relatively small (more so for retailers than the producers/suppliers), they are generally sold in
large quantities; thus, the cumulative profit on such products can be substantial. FMCG is probably the
most classic case of low margin and high volume business.
Nestle Limited
Nestlé is the world's leading Nutrition, Health and Wellness Company. Its mission of "Good Food, Good
Life" is to provide consumers with the best tasting, most nutritious choices in a wide range of food and
beverage . The Company was founded in 1866 by Henri Nestlé
AMUL INDIA
 It all began when milk became a symbol of protest. Founded in 1946 to stop the exploitation by middlemen.
Inspired by the freedom movement. The seeds of this unusual saga were sown more than 65 years back in Anand,
a small town in the state of Gujarat in western India. The exploitative trade practices followed by the local trade
cartel triggered off the cooperative movement. This co-operative, the Kaira District Co-operative Milk Producers
Union Ltd. began with just two village dairy co-operative societies and 247 liters of milk and is today better known
as Amul Dairy.

13. CAUSESOFGRIEVANCESINNESTLE
Economic:
Nestle is a big organization, so employees of different branch are paid
differently. So, employees may feel they are paid less than the others.
Issue related to wage, overtime, bonus can lead to grievances. This is
the most common cause of Grievance in Nestle.
Supervision:
Relate to the attitude of the supervisor towards the employee
including biasness, favoritism, nepotism, regional and caste
differences.
Miscellaneous:
In Nestle there might be other causes too which remains
Miscellaneous.
It may include issue relating to certain violations in respect of
promotions, transfer, fines, medical facilities etc.
TECHNIQUESADOPTEDBYNESTLETOIDENTIFYEMPLOYEES’GRIEVANCES
Open-door Policy:
Gripe Box System:

14. GRIEVANCE HANDLING PROCEDURE IN
NESTLE- Step 1: The employee must tell the employer in writing that they have a grievance. The
legislation does not set out how the employee must set out the letter.
- Step2: The employer must invite the employee to a meeting to discuss the grievance as soon as
possible. The employee must attend this meeting. After the meeting the employer must inform
the employee about their decision in response to the grievance within a reasonable time and
notify the employee their right to appeal against the decision, if they are not satisfied with it.
- Step 3: If the grievance is likely to involve possibilities of major cost, then the industrial
relations representative may deny it. Typical arrangements would include the following parties:
Firstly, the grievance may be settled locally with the local negotiating committee and
management. In more complex cases the grievance is settled by industrial relation director.
Step 4: when the grievance is unresolved at the third step, the parties submit the dispute to a
neutral arbitrator who hears evidence from both sides and renders a decision.

15. CAUSES OF GRIEVANCES IN AMUL
• In AMUL, there are day-to-day problem of workers. Some of the basic causes of
grievances in Amul are:
1. Requirement for new skills for advanced technology. After the company adopt updated technology, the employees
are asked to go through a training and development programme. Some employees feels irritated due to the
change in schedule.
2. Training is the theoretical and practical education being given to employees for getting proficiency in a particular
field. While, development is the method of developing all round personality, so that mental abilities and inherent
qualities are developed.
3. Promotion of employees are based on performance. Sometimes a more experienced or newly recruited employee
get promotion to a higher post rather than the old or existing employees. So, the existing employee, who has
been working since a long time generated negative feelings/ grievances.
GRIEVANCE HANDLING PROCEDURE IN AMUL.
• First of all, employee is given opportunity to express his/her problem to their supervisor.
• If the grievance remains unsolved, the problem will be taken care by the above committee, say Head of
Department.
• If the HOD fails to settle the grievance within 7 days, the grievance is sent to the grievance committee, who
tries to solve the grievance within a period of 10 to 15 days.

16. CONCLUSION AND FINDINGS
• Grievance Handling is the basic activity of human resource management
in which the company try to eliminate or reduce the employee’s
dissatisfaction, in order to get better results from them and also to retain
their employees for a long period of time.
• The study reveals that the Grievance handling mechanism is satisfactory.
• The organization is recognizing the importance of satisfying the
employees and retaining them. Further improvements can be made so
that all members are highly satisfied with the procedure. The suggestions
and recommendations when implemented will benefit the organization.