Figure 1: Relations (Source: Human Resource Mnagement, 2012)
Maintaining excellent relations between management and the labor requires an efficient procedure for resolving employee complaints (Lanka & Lanka, 2021). The purpose of grievance management is to enforce current regulations and processes rather than create new ones.
Grievance Handling Process
Figure 2: Process (Source: BCcampus, 2021)
The Need for a Grievance Procedure
· Most grievances cause employee’s distress. This may impact their morale, productivity, and desire to collaborate. If a grievance management mechanism is already in place, an explosive issue may be handled quickly.
· First-time supervisors may not be able to resolve all employee grievances due to lack of training and authority. There may also be personality issues and other factors.
· It checks management's arbitrary acts since bosses know employees will make sure their objection reaches upper management.
· It's a place for employees to vent their complaints. It's like a steam boiler's pressure valve. Employees are protected by the legislative, executive, and judicial branches of government, as well as by the grievance resolution mechanism (Tirno & Amin, 2020).
Figure 3: Relations (Source: Human Resource Management, 2012)
Grievance Source
Responsibilities on Labour relations manager
· A member of HR's team who is mostly responsible for managing and facilitating the formal grievance procedure
· In charge of supervising the office that is in charge of counseling parties (both employees and grievant as well as members of leadership) on university rules, procedures, alternatives and resources, including financial assistance.
· Oversee the office that is responsible for supporting Supervisors and Human Resources in formally addressing concerns whenever feasible.
· Answer inquiries from employees and grievant on the grievance and appeals procedures if necessary.
· On appeals involving or requesting arbitration, serve as System Director for the whole case.
Key Features of Grievance Handling Procedure
Promptness - Promptness is necessary to avoid resentment and irritation. The train's communication cable gets yanked when an employee "goes protocol." This is not a casual activity, and it is being taken to speed up the process. Until the issue is rectified, the manager's choice will be questioned (Toksöz, 2021).
Procedural Steps - More management layers are useless as long as they exist. This will just prolong the problem-solving process and bring the method into disgrace.
Facilities for Representation - Shop stewards can give representation for employees who lack the guts or ability to take on management alone. Defensive management may result from the representative's presence depending on other issues between the manager and shop steward.
Fairness - Employees who feel the system is a sham will seek other avenues of settling issues. As in a disciplinary case, this means following natural justice norms.
· Employees who speak out about difficulties don't have to worry about reprisal.
· It's a fair and quick approach to settle disputes.
· It keeps minor squabbles from turning into large squabbles.
· It helps businesses save time and money by identifying and resolving workplace concerns. It contributes to the formation of a work atmosphere marked by openness and mutual respect.
In summary here has discussed about employee grievance management and how about relationship manager impact on it. This include grievance handling process, needs for grievance handling process and responsibilities, key features and advantages.
Reference
Hammoud, R., Laham, S., Kdouh, O., & Hamadeh, R. (2021). Setting up a patient complaint system in the national primary healthcare network in Lebanon (2016–2020): Lessons for Low‐ and Middle‐Income Countries. The International Journal of Health Planning and Management. https://doi.org/10.1002/hpm.3347
Lanka, S., & Lanka, S. (2021). Effect of Grievance Handling Mechanism on Extra-Work Performance of Shop Floor Employees. September, 239–254.
Tirno, R. R., & Amin, M. Bin. (2020). Effectiveness of Grievance Handling Mechanisms in Bangladesh : An Empirical study on Uttara EPZ , Bangladesh Effectiveness of Grievance Handling Mechanisms in Bangladesh : An Empirical study on Uttara EPZ , Bangladesh. June 2021.
Toksöz, S. (2021). Relationship between employee behaviours and engagement in organisations’ internal environment. E3S Web of Conferences, 244, 08026. https://doi.org/10.1051/e3sconf/202124408026
This is a trendy topic. Employee relations have a direct impact on employee satisfaction and engagement. As a result, many companies today are investing more resources in improving employee relations and keeping their workplace healthy.
ReplyDeleteTimely topic. This is a common situation in organisations due to favoritism, harassment, benefit cuts and remuneration cut and etc. I personally have a doubt whether companies in Sri Lanka have a formal grievance handling procedure.
ReplyDeleteGood Morning, I have red below journal about Sri Lankan Banking sector. Feel free you can read witch I mentioned the link in bellow.
Deletehttps://www.ijcrt.org/papers/IJCRT2010422.pdf
A very good and very interesting, Every company must work on this topic. As this is so related to company profit and growth. Employee motivation will create a happy environment for the company. If a company wants to grow the only way is to remove favoritism and harassment. Listen to the words of employees and do the correct ones.
ReplyDeleteAll employee complaints and grievances are in actual practice not. settled satisfactorily by the first-level supervisor due to lack of necessary human relations skills or authority to act.
DeleteAn effective grievance procedure provides employees with a mechanism to resolve issues of concern. The grievance procedure may also help employers correct issues before they become serious issues or result in litigation. Its very good article
ReplyDeleteSpecific role to attend employee gradiences will defiantly extend the focus required to address concern. As detailed in the article the implementation a policy and working through one good way forward.
ReplyDeleteEmployee grievances can be defined as dissatisfaction caused by the gap between what your employees expect and what they don't get. It may or may not be justified, but must be approached with extreme caution. HR staff must invest considerable time talking to employees to understand their grievances.Its good article.Thanks for sharing.
ReplyDeleteThis is most risky and critical part of Hr job role,If aanyone need to follow correct part for grivenaces handling, this is very good article to read.
ReplyDeleteDear Vishwa
ReplyDeleteI think People are living farther from their jobs, and commuting is a relatively new stressor in the workplace. While the advent of telecommuting—especially during the coronavirus—means workers can reduce or eliminate those commutes and as a relations manager it is of key importance to manage employee complains and their concerns specially amidst the pandemic.
Very good article and thanks for sharing!
Every organisation must have a certain protocol to resolve employees grivences in ethical manner. It is a responsibility of all employers and aspect should carefully handle without illtreat. Good article and thanks for sharing.
ReplyDeleteAccording to Jackson (2000, p. 10), further benefits that will accrue to
Deleteboth the employer and the employees are:
It encourages employees to raise concerns without fear of
reprisal.
It provides a fair and speedy means of dealing with complaints.
It prevents minor disagreements developing into more serious
disputes.
It saves employers time and money as solutions are found for
workplace problems.
It helps to build an organisational climate based on openness and
trust.
There are numerous factors affecting on employee dissatisfaction such as economic, work environment, supervision, work group and miscellaneous, Identifying the objectives of grievance handling is supportive to overcome employee dissatisfaction and improve employee performances.
ReplyDeleteGreat topic where most of the companies need to focus. Also i think responsibility of grievance management goes to all other departments heads also to improve the work efficiency.
ReplyDeleteThanks for the article.
A timely topic,but process does not seem to do justice to the employee.Employee unions exaggerate the problems and labour managers who are impatient and incompetent offer temporary relief to poor employees.
ReplyDeleteThe International Labour Organization also defines that a grievance is a complaint of one or more workers in respect of wages, allowances, conditions of work and interpretation of service stipulations, covering such areas as overtime, leave, transfer, promotion, seniority, job assignment and termination of service (Singh, 1990). Employee satisfaction is most important things to any organizations. When an employee is dissatisfied with his job, for genuine or factual reasons like a breach of terms of employment or any other reasons that are clearly attributed to the management. Your article share effect of grievance and some of Features of grievance. Thanks for sharing good article.
ReplyDelete