this is sundar from chennai doing my masters in human ressourse mgmt in madras school of social work
this mail is regarding the project that you done in the title GRIEVANCE HANDLING in last december .... can you just forward me a project that you have done it
please ........................ thank u
s u n d a r
26th March 2009 From India, Madras
23rd May 2009 From India, Delhi
I suggest that students search posts on projects/research methodology, etc., digest the information; and then pose clear and concise questions, giving sufficient info on where they will be doing the research, what is it that they want to prove or disprove, or explore, etc. Then, I am sure, they will get some constructive responses.
17th June 2009 From United Kingdom
But grievance procedures do not necessarily have to be so formal and elaborate. In small businesses, the procedures may consist of a few lines in an employee manual or the designation of a single ombudsman to deal with problems as they develop. Peer review of employee concerns is another popular way to address grievances. On the other hand, some larger companies may create an entire department dedicated to fielding complaints from employees or customers.
Whatever form they may take, grievance procedures are intended to allow companies to hear and resolve complaints in a timely and cost effective manner, before they result in litigation. Knowing that formal procedures are available often encourages employees to raise concerns or question company policies before major problems develop. It also tends to makes managers less likely to ignore problems, because they know that upper management may become involved through the grievance process. In union settings, grievance procedures help protect employees against arbitrary decisions of management regarding discipline, discharge, promotions, or benefits. They also provide labor unions and employers with a formal process for enforcing the provisions of their contracts.
Although having grievance procedures in place is important in both unionized and non-unionized settings, companies must support their written policies with consistent actions if they hope to maintain good employee relations. "To make the grievance procedure work, management and the union have to approach it with the attitude that it serves the mutual interests of management, employees, and the union," Scarpello, Ledvinka, and Bergmann wrote. "An effective grievance procedure helps management discover and correct problems in operations before they cause serious trouble. It provides a vehicle through which employees and the union can communicate their concerns to upper management."
Read more: Grievance Procedures: Information from Answers.com
27th February 2014 From India, Mumbai