Grievance handling begins with HR but then the solution to a grievance need not be given only by HR. HR's job is to ensure that a fair process is followed in settling a grievance and injustice does not take place against the applicant or the senior person or against the organisation.
However, your post is not clear on what challenges you face in creating a grievance handling mechanism. What are those grievances that are exclusive to your industry? Please give further explanation on your query.
3rd May 2019 From India, Bangalore
In addition to Mr Dinesh, I would like to suggest that you can have your own agreed Grievance handling procedure based on "Principal of Natural Justice " and the constitution of India. we can help you to develop your own Grievance handling system/ procedure.
3rd May 2019 From India, Delhi
You can't expect solutions to be available online for all grievances/ issues. The role of HR is like a mediator or arbitrator. HR should listen carefully to both sides of the opposing parties and will try to resolve it and ensure such grievances should not hinder the production process of the Organization. Based on the nature of grievance either it may be resolved by HR or it might require involvement of Head of departments of your Organization.
3rd May 2019 From India, Madras
It is indisputable that an IT Company is an " Industrial Establishment" as defined u/s 2(ka) of the Industrial Disputes Act,1947. Employee grievances are inevitable in any work place and if an effective grievance redressal mechanism is not in place, the situation would be highly chaotic leading to low employee morale, high employee turn over and unnecessary industrial disputes. HR being a staff function, the person in charge of the HR would not be naturally in a convenient position to handle all employee grievances independently and effectively along with his day to day activities. That's why the Industrial Disputes Act,1947 has introduced a new section 9-C for the formation of a Grievance Settlement Mechanism in every industrial establishment employing 20 or more no. of workmen w.e.f 15-09-2010 for the purpose of resolving industrial disputes arising out of individual grievances.
If you go through the amended sec.9-C carefully, you will understand the Grievance Settlement Committee shall have equal no of members from both the employer's and employees' sides. There is also provision for compulsory representation for women employees in the committee. I think your employees total no would be certainly more than 20.
Better bring it to the notice of your management that this is a statutory obligation and arrange to form the Grievance Settlement Committee as expeditiously as possible.
4th May 2019 From India, Salem