8)HRM role in Grievance Handling and Redressal

 What is grievance handling

A grievance is any dissatisfaction or feeling of injustice having connection with one’s employment situ­ation which is brought to the attention of management. Speaking broadly, a grievance is any dissatisfac­tion that adversely affects organizational relations and productivity. To understand what a grievance is, it is necessary to distinguish between dissatisfaction, complaint, and grievance.


“Grievance is any dissatisfaction or feeling of injustice in connection with one’s employment situation that is brought to the attention of management.” – Dale S. Beach


various sources of grievances


                                                   Image source: Sketch Bubble


Grievances resulting from Poor Working Conditions:

  • Workplace’s poor physical condition 
  • The mismatch between Job and Workers
  • Changes in pre-planned Schedules & procedures
  • Non- availability of proper tools and equipment 


Grievances resulting from Management Policies:

  • Improper wage revisions
  • Lack of career growth opportunities 
  • Untimely transfers, demotions, and terminations
  • Employee-Job role misfit


Grievances resulting from Interpersonal factors:

  • Autocratic superiors 
  • Peer conflicts
  • Poor team spirit


Employee Grievance Handling - Effects

Grievance which indicates discontent and dissatisfaction among employees adversely affects their productivity. In other words, by not initiating timely action to deal with grievance, the organisation tends to lose the productive efforts of the discontented employee. It is indeed unrealistic to assume that an aggrieved or dissatisfied employee will put his or her best efforts on the job. The redressal of the employees’ grievances, therefore, assumes importance.

Following are some effects of grievance handling:

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 saves employers time and money as solutions are found for workplace problems. It helps to build an organizational climate based on openness and trust.

5. It is a channel for an aggrieved employee to express and present his grievance.

6. It is an assurance for dispassionate handling of one’s grievance.

7. It provides assurance about the availability of some machinery for prompt handling of grievance.

8. It is a means by which an aggrieved employee can release his feelings of discontent or dissatisfaction with his/her job.


grievance handling procedure


Grievance handling procedure is a systematic way of handling the grievances in which step-wise the responsibility for handling is assigned.



                                                                                 image source: BBA/Mantra


Identify Grievances
 
This stem involves identification of employee grievances by the management through the observation,previous complaints and open door policy and interviews.

Define correctly
After the problem has been identified next stem is to define the problem properly and ac accurately.

Collect Data
It involves collection of information from all parties concerned.

Analyse and Solve 
This step is to analyse of all collected data and development of various solutions to the grievances through group discussions.

Prompt Redressal
It involves the implementation of solution selected by the management.

Implement Followup
Follow up is necessary to ensure that the grievance has been resolved promptly.




REFERENCES

Lamture,U. (2022) Employee experience [online] Available from https://blog.darwinbox.com/grievance-handling-procedure [Accessed on 30 November 2022].

Drawing box, (2022) Grievance [online] Available from https://explore.darwinbox.com/hr-glossary/grievance [Accessed on 30 November 2022].

Castle Associates, (2019) The five steps grievance handling procedure [online] Available from https://castleassociates.org.uk/blog/the-five-step-grievance-handling-procedure [Accessed on 30 November 2022].
 


Comments

  1. Meshika Diddeniya2 December 2022 at 18:52

    If the employees are worried about the company, it will affect the production of the company. Author clearly describe that issue.

    ReplyDelete
  2. Nandun Narayana2 December 2022 at 22:24

    To identify employees' grievances more easily there is a theory adopted by Kubler-Ross named Five Stages of Transition Cycle. The five stages of the Kübler-Ross curve model are; denial, anger, bargaining, depression, and finally, acceptance. Knowing the grievance stage is important to connect with the affected person closely and attend to their concerns.

    ReplyDelete
    Replies
    1. Udara Dilshan4 December 2022 at 09:55

      grievance procedure provides employees with a mechanism to resolve issues of concern.Grievance procedure may also help employers correct issues before they become serious issues or result in litigation.Thank for your information Mr Nandun.

      Delete
  3. Asfara Banu3 December 2022 at 03:47

    Do you believe that every organization need a effective grievance policy?

    ReplyDelete
    Replies
    1. Udara Dilshan4 December 2022 at 10:06

      Yes Ms Banu. grievance procedures tells a clear rules to deal with difficulties which may grow as part of the working relationship from either the employer or from the employee’s .

      Delete
  4. Aruna3 December 2022 at 11:08

    As you indicated, managing employee complaints or dissatisfaction is known as grievance handling.
    There are three ways to handle complaints.
    Individual Complaints
    Group complaints
    Union complaints

    ReplyDelete
    Replies
    1. Udara Dilshan4 December 2022 at 10:09

      Approach the problem with a peaceful state of mind sets the foundation for effective complaint handling.Thank for your Feedback Mr Aruna.

      Delete

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