Grievance Management

Figure 1 – PMAP (2017)

During the course of employment, the workers face various problems in relation to their job that can adversely affect their work. These problems could include health and safety concerns, a physical ailment that affects the job, and conflicts with colleagues or superiors. Such problems faced by employees are known as grievances.

According to Chand (2014) a grievance is some kind of dissatisfac­tion on employee’s part that badly affects company affairs and productivity.

According to Armstrong (2009), a grievance process spells out the policy on management grievances and the method to dealing with them. A grievance is any unhappiness or sense of unfairness having connection with one’s work situation which is taken to the consideration of managing.

A good HR manager should know how to deal with grievances. If not handled properly grievances could lead to employee termination.

Figure 2 – Lotus Human Resources (2018)

The including of a grievance process (Nibusinessinfo, 2018)

Whole nature of your process based on actual size of the company. Grievance process consists of below set. 

• The grievance should not be complication and easy to trail.
• Agree to commence to the stuff secretly
• Target to settle grievances honestly and quickly
• Initially to whom inform and the way of inform the grievance
• Mention that you may attempt to resolution almost grievances casually, Eg - by negotiate through the staff member’s superior
• Should select a different individual as to whom the grievance shall be inform when the normal personality is reason for the grievance. Example – if the immediate supervisor is the one which grievances should be initially inform but he/she is the cause of the grievance. The Process should nominate another person like superior of his /her immediate supervisor
• If staff member is not fulfilled the expectation of initialized grievance, should set out to whom the staff member may demand
• Reach the supervisor who has not involved in before to listen to the appeal if possible
• Provide time gaps for every stage and mainly for accommodation and enquiry the appeal
• Mention that the staff member has the right to be attended by a coworker or union member at any meeting

Reference

Armstrong, M. (2009). Armstrong’s Handbook of Management and Leadership for HR. 11^th ed. UK: Kogan Page.

Chand, S. (2004) Grievance Handling: Definition, Features Causes, and Effects http://www.yourarticlelibrary.com/human-resources/grievance-handling-definition-features-causes-and-effects/32387 [Accessed on 12th June 2018 at 01:48am]

Nibusinessinfo (2018). Employment and skills https://www.nibusinessinfo.co.uk/content/handling-grievances [Accessed on 25th June 2018 at 03:54pm]