Good morning all, i want to know differenr techniques/procedure of grievance handling in manufacturing industry. and also i want to know union and its type
From India, Kolhapur
3From India, Kolhapur
Dear Sachin
“Grievance Handling Procedure”
“It is not always who is right and who is wrong. But it is always what is right and what is wrong.”
What is Grievance?
Grievance is all about violation of the contract, practices, rules and regulations. As human beings are different there is bound to be grievances among employees leading to conflicts at the workplace. To avert any kind of conflicts within the organization, there is need for a proper grievance procedure so that the employees feel that their grievances are addressed and redressed.
Essential Ingredients for Grievance Procedure:
The grievance process must be clear and simple. It must be well-defined. It must conform to the current legislation without any prejudice. There should not be any delay in the grievance process as it might result into crisis. Regular training must be provided to the supervisors and seniors who involve in this process so that they can handle effectively. Finally, there has to be follow-up to check the status of the grievance and for improving the systems better from time to time.
Steps in Grievance Handling Procedure:
Identify the grievance and acknowledge the same. Listen carefully to the complainant. Define the grievance clearly. Gather the complete information with facts and figures. Analyze and search for multiple solutions to the grievance and finally select the best feasible and possible solution and implement the same. Ensure that there is follow-up at each stage for successful grievance procedure.
Prescriptions During Grievance Procedure:
• If you are not the appropriate person, refer to the right person.
• Spend adequate time with the complainant.
• Be cool and composed during the process.
• Check for facts and figure rather than hearsay.
• Practice attentive listening skills.
• Find out what bugs the complainant.
• Don’t have any preconceived notions about the involved parties.
• Don’t threaten people.
• Always try to settle the grievance at the lower level amicably rather than dragging to the higher levels where it might become more complicated.
• Conduct the grievance hearing privately.
• Make necessary changes, if there are any irregularities in policies and procedures.
• Keep the entire grievance process confidential.
• Always make the process win-win.
Conclusion:
"Language alters our perception of reality, because we see the world through words," writes Dr. David J. Lieberman. "Language is the basis of thought and thought is the extension of emotion." (Lieberman, David J. Get Anyone to Do Anything and Never Feel Powerless Again. New York: St. Martin's Press, 2000). It is essential to use the right language during the entire grievance handling procedure to ensure successful outcomes.
Managers must address and redress the grievances in the initial stage itself. The grievance should not only be addressed and redressed but also seems to be redressed in the eyes of the involved parties.
Every management should have efficient handling employee grievances to ensure organizational excellence and effectiveness. Right mechanism, procedures and practices help ensure organizational culture and climate leading to better productivity and performance.
Read more: "WHERE KNOWLEDGE IS WEALTH": “Grievance Handling Procedure” – Prof.M.S.Rao
Under Creative Commons License: Attribution
From India, Nasik
“Grievance Handling Procedure”
“It is not always who is right and who is wrong. But it is always what is right and what is wrong.”
What is Grievance?
Grievance is all about violation of the contract, practices, rules and regulations. As human beings are different there is bound to be grievances among employees leading to conflicts at the workplace. To avert any kind of conflicts within the organization, there is need for a proper grievance procedure so that the employees feel that their grievances are addressed and redressed.
Essential Ingredients for Grievance Procedure:
The grievance process must be clear and simple. It must be well-defined. It must conform to the current legislation without any prejudice. There should not be any delay in the grievance process as it might result into crisis. Regular training must be provided to the supervisors and seniors who involve in this process so that they can handle effectively. Finally, there has to be follow-up to check the status of the grievance and for improving the systems better from time to time.
Steps in Grievance Handling Procedure:
Identify the grievance and acknowledge the same. Listen carefully to the complainant. Define the grievance clearly. Gather the complete information with facts and figures. Analyze and search for multiple solutions to the grievance and finally select the best feasible and possible solution and implement the same. Ensure that there is follow-up at each stage for successful grievance procedure.
Prescriptions During Grievance Procedure:
• If you are not the appropriate person, refer to the right person.
• Spend adequate time with the complainant.
• Be cool and composed during the process.
• Check for facts and figure rather than hearsay.
• Practice attentive listening skills.
• Find out what bugs the complainant.
• Don’t have any preconceived notions about the involved parties.
• Don’t threaten people.
• Always try to settle the grievance at the lower level amicably rather than dragging to the higher levels where it might become more complicated.
• Conduct the grievance hearing privately.
• Make necessary changes, if there are any irregularities in policies and procedures.
• Keep the entire grievance process confidential.
• Always make the process win-win.
Conclusion:
"Language alters our perception of reality, because we see the world through words," writes Dr. David J. Lieberman. "Language is the basis of thought and thought is the extension of emotion." (Lieberman, David J. Get Anyone to Do Anything and Never Feel Powerless Again. New York: St. Martin's Press, 2000). It is essential to use the right language during the entire grievance handling procedure to ensure successful outcomes.
Managers must address and redress the grievances in the initial stage itself. The grievance should not only be addressed and redressed but also seems to be redressed in the eyes of the involved parties.
Every management should have efficient handling employee grievances to ensure organizational excellence and effectiveness. Right mechanism, procedures and practices help ensure organizational culture and climate leading to better productivity and performance.
Read more: "WHERE KNOWLEDGE IS WEALTH": “Grievance Handling Procedure” – Prof.M.S.Rao
Under Creative Commons License: Attribution
From India, Nasik
Dear All
Timely handling of grievances in a manufacturing Industry is necessary for sustained growth and development.If not handled at the appropriate time and allowed to carry forward, would lead to a major issue at which point of time it may be really difficult to arrive at a possible solution and further if it is allowed to persist, may cause hindrance to productivity even.The grievance could be individual or group relating to mainly working and service conditions.
For redressal of grievances generally a committee is formed comprising the representative of workers ,HR representative and the departmental head area wise.
A 3 tier committee is followed in the system namely
1.Shop floor grievance redressal committee
2.Plant level committee
3. Corporate grievance committee
The idea of formation at different level is that in the event of the grievance not settled at the initial levels, is forwarded to higher level. But the role of HR is to ensure that most of such grievances should be amicably settled at the lowest level ie, shop floor level. However the grievance that requires policy sort of decisions should only be referred to corporate committee.
Since HR plays an important role in maintaining employee relations at shop floor level, should have the intelligence to sense the nature of grievance of an individual employee or group of employees in advance so that he takes appropriate measures to take action,redress and not allowing the individual or group to put the written grievance in a devised format in the grievance box to be placed at different locations of the plant for the convenience of the employees & this exercise of HR in solving the issues at the grass root level before taking the shape of a grievance will definitely send a positive message across .
Lesser the grievances , more satisfaction level of the employees .
Regards
bkmohanty
From India, Bhubaneswar
Timely handling of grievances in a manufacturing Industry is necessary for sustained growth and development.If not handled at the appropriate time and allowed to carry forward, would lead to a major issue at which point of time it may be really difficult to arrive at a possible solution and further if it is allowed to persist, may cause hindrance to productivity even.The grievance could be individual or group relating to mainly working and service conditions.
For redressal of grievances generally a committee is formed comprising the representative of workers ,HR representative and the departmental head area wise.
A 3 tier committee is followed in the system namely
1.Shop floor grievance redressal committee
2.Plant level committee
3. Corporate grievance committee
The idea of formation at different level is that in the event of the grievance not settled at the initial levels, is forwarded to higher level. But the role of HR is to ensure that most of such grievances should be amicably settled at the lowest level ie, shop floor level. However the grievance that requires policy sort of decisions should only be referred to corporate committee.
Since HR plays an important role in maintaining employee relations at shop floor level, should have the intelligence to sense the nature of grievance of an individual employee or group of employees in advance so that he takes appropriate measures to take action,redress and not allowing the individual or group to put the written grievance in a devised format in the grievance box to be placed at different locations of the plant for the convenience of the employees & this exercise of HR in solving the issues at the grass root level before taking the shape of a grievance will definitely send a positive message across .
Lesser the grievances , more satisfaction level of the employees .
Regards
bkmohanty
From India, Bhubaneswar
Grievance handling is an art along with good knowledge about systems of procedures and comply with legislation.
01. Grievances has to be addressed and redressed at short point of time or as early as possible. because as time delay the impact might be more.
02. you cannot avoid , escape from arising the disputes or grievances but you can minimize its impact by closing the issue t a short point of time.
03. Train lavishly on grievance handling mechanisms and techniques
04. listen first and carefully
05. don't show or exhibit your interests and emotions on a particular issue arising. HR should not have favoritism
06. maintain the open door policy that make people come to you instead of going to any other leaders. in this kind of incidents be empathetic and pay attention towards them.
07. Be Human at the same time humanitarian approach will not works at workplace all the time.
08. first you should have a sound knowledge on labor legislation's and plant operating procedures, guidelines and regulations. it gives you the confidence and a clear picture of grievance. add respect to your professionalism.
09. Hear the other side and equal importunity has to be given for both sides.
10. you try to receive the data from your own sources and analyse.
11. Maintain confidentiality and respect Human Dignity
From India, Hyderabad
01. Grievances has to be addressed and redressed at short point of time or as early as possible. because as time delay the impact might be more.
02. you cannot avoid , escape from arising the disputes or grievances but you can minimize its impact by closing the issue t a short point of time.
03. Train lavishly on grievance handling mechanisms and techniques
04. listen first and carefully
05. don't show or exhibit your interests and emotions on a particular issue arising. HR should not have favoritism
06. maintain the open door policy that make people come to you instead of going to any other leaders. in this kind of incidents be empathetic and pay attention towards them.
07. Be Human at the same time humanitarian approach will not works at workplace all the time.
08. first you should have a sound knowledge on labor legislation's and plant operating procedures, guidelines and regulations. it gives you the confidence and a clear picture of grievance. add respect to your professionalism.
09. Hear the other side and equal importunity has to be given for both sides.
10. you try to receive the data from your own sources and analyse.
11. Maintain confidentiality and respect Human Dignity
From India, Hyderabad
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THE ESSENTIAL PERQUISITES OF A GRIEVANCE HANDLING PROCEDURE.doc
Grievance Handling Handbook.pdf