Grievance handling

globaloverseas144 · 02-07-2009, 08:47 PM

Dear Swati,

Draft a policy on grievance handling get it approval from Top management & communicate to all workers/staff/managers.
In the complaint form,you have to fill on behalf of employee or help them and get them singnature,there should be policy that no one disclosed the name of the complainent except few top managers know the his/her name.

You should put suggestion box/arrange complaint register where they can drop their complaint and after every 15 days ,the drop box to be opened by the authorised person then get enquiry on this,monitor the issues,call to the complainant & ask the incident/issue on details then analyse & take appropriate action.

Best Regards
Sajid Ansari-Delhi
there should be few top management invo

Tunar · 03-07-2009, 08:40 AM

Hi,
1. Grievances whether verbal or written are feedbacks. They are equally important and should be encouraged. Also should be addressed in time before it becomes unsurmountable. Since the employee has approached you, make your impartial assessment about the matter. Take input from other sources. Arrive at a decision whether to counsel or leave it being trivial.
2. Culturally matured organisations mostly uses verbal method of grievance handling. Open door policy of some Top Management is the result of this approach.
Take care.
Tunar

kamal_sjk · 03-07-2009, 11:24 AM

Quote:

Originally Posted by shiva_HRM

Dear Swati,

For this we have a evaluation model, PE 360 degrees. You can use it as a weapon on seniors.

Regards,
shiv

hi shiv...
can i know something about that MODEL ????

if u have any MATERIAL about this ... pls post it.
or send it across to

.

regards.
kamal
9000637878

sdd · 03-07-2009, 11:35 AM

Dear Swati,

Better way keep one register in office to note grievences from employees and do keep in inspecting daily for the actions on them.Those who have a serious complain will write in the register.

Think over it...

Regards,

Sdd.

gaggan_sahni · 03-07-2009, 11:57 AM

Dear All,
In the current world scenario dont expect everything in writing. Certain things need to be discussed verbally and actioned. Tunar has clearly and correctly written. Many organisations these days follow open door policy hence one need to address this problem maturely and wisely. You need to undertand the perspective of the problem, whether the info provided is correct and how much important it is i.e. the level of grievance and then take action based on the findings ..YOU CANNOT IGNORE SUCH A GRIEVANCE WHICH IS VERBAL IT IS AS IMPORTANT AS ANY OTHER WORK PROVIDED IT HOLDS TRUE...

shiva_HRM · 03-07-2009, 11:59 AM

Hey Kamal.......................ha ha ha ha haha.

It is mistake, good very keen observation.

Regards,
Shiv

amitkb · 03-07-2009, 12:34 PM

Yes ,

indeed , there is some problem arrises from yr boss ,

but you can handle it as you think that m confident and we should do to my best ,

ignore the past history of yr boss & tackel him as a fresher .

you find that yr problem has removed .

No question of written statment .

pcmbahr · 03-07-2009, 01:03 PM

Dear
I hv made a grievance handling commitee for my orgnization,
I think it could be helpful to u.

twin_hr · 03-07-2009, 02:15 PM

Dear Swati,

If any written complain comes then only u take any action otherwise u dont get into it.

And let the senior take chance to solve such problems as such it is verbally told to you.

Regards,
Twin_hr

Ramya.R · 03-07-2009, 04:30 PM

Dear Swati,

The best way to solve emp grievance is being HR wht i fell is you shd knw ur peopl well. If ther is any issue in orgaini ther r many ways to solve the prob. U shd knw the mindset of employees u shd conviency them in a way tht after discussion they shd tel YES to u. thy totaly depends on ur personality to solve the Grievance of employee. If m not wrng

Regards
Ramya.R