GRIEVANCE

HANDLING IN HR
MEAN:-
 A grievance means any discontentment or dissatisfaction
in an employee arising out of anything related to the
enterprise where he is working.
 It may not be expressed and even may not be valid.

 It arises when an employee feels that something has

happened or is going to happen which is unfair, unjust or
inequitable.
DEFINITION:-
 Grievance According to Michael Jucius, “ A grievance
can be any discontent or dissatisfaction, whether
expressed or not, whether valid or not, and arising out of
anything connected with the company that an employee
thinks, believes, or even feels as unfair, unjust, or
inequitable.”
NATURE OF GRIEVANCE :-

 Nature of Grievance Grievances are symptoms of

conflicts in the enterprise.
 Just like smoke could mean fire, similarly grievances
could lead to serious problem if it is not addressed
immediately! So they should be handled very promptly
and efficiently.
 While dealing with grievances of subordinates, it is
necessary to keep in mind the following points: A
grievance may or may not be real.
FORMS OF GRIEVANCES :-

 Factual : factual grievances arise when the legitimate

needs are unfulfilled.
 Imaginary grievance : wrong perception, wrong attitude
or wrong information.
 Unknown to himself : pressures and frustrations that an
employee is feeling from other sources like his personal
life.
 IDENTIFYING GRIEVANCES :- 

Gripe boxes: A gripe box may be kept at prominent locations in

the factory for lodging anonymous complaints pertaining to any
aspect relating to work. Since the complainant need not reveal
his identity, he can express his feelings of injustice or discontent
frankly and without any fear of victimisation.
CONT..
 Exit interview: Employees usually leave their current jobs due
to dissatisfaction or better prospects outside. If the manager
tries sincerely through an exit interview, he might be able to
find out the real reasons why “X” is leaving the organisation.
CONT…
 Opinion Surveys: Surveys may be conducted periodically to
elicit the opinions of employees about the organisation and its
politics.
CONT…
 Open door policy: This is a kind of walk-in-meeting with
the manager when the employee can express his feelings
openly about any work-related grievance. The Manager
can cross-check the details of the complaint through
various means at his disposal.
STEPS IN THE GRIEVANCE
PROCEDURE :-

 Identify grievances
 Define correctly

 Collect Data

 Prompt redressal

 Implement and follow up

Procedure
CURRENT USING:-
 Be Accessible : This means coming out of your office
and walking around the workplace. Make connections
with your employees when you see the opportunity to do
so.
CONT…
 Create a System for Complaints : Employees need to know
the proper way to air grievances. Ask your employees to
address grievances directly through the system you have
established. This system may create liaisons in the office who
can be trusted to handle the issue discretely.
CONT….
 Allow Employees to Take Ownership : Successful business
owners realize that most employee grievances can be resolved
by empowering the employee to make the necessary change.
For example, if an employee is having a problem with the
current system of vacation requests, ask the employee for
suggestions on how to change the system.
CONT…
 Document Grievances in Writing : Once discussed the issue
with an employee, have that person sign a document stating the
situation was addressed to his or her satisfaction.
THANK YOU

PRESENTED BY:-Neha khandelwal