why don’t we get enough information regarding grievance handling. anyone pls help me ,make a set of questionaire on grievance handling. waiting for replies . regards ,:( amit
From India, Pune
1From India, Pune
Dear Amit,
Its true that there are not enough of information on Grievance handling.This is one of the process in HR which reqiure your own neutrality and jugemental stuff while dealing with any kind of issues or grievances.This activity requires HR professional's intellect and empathy to deal with.
There is no certain qestionaire that can pe made as it totally depends on the kind of grievance the employee is facing.
First of all try to know what made the employee feel grieved -- is it wrt any policy, misconduct or harrashment.There can N number of reasons. Then try to deal with them accordingly.If it is policy try to take their suggestions to improve, do one-to -one session to get more acquainted with the frequent comments and feedback and then take decessions accordingly to improve the same.
If it is misconduct or harrashment against any particular employee then you need to follow another procedure which starts up with the written complaint, Charge sheet , show cause Notice and then coming up to a common jugement of suspention,termination, stop salary etc.
let me know any further information you want to know about Grievance handling!!!!!
From India, Hyderabad
Its true that there are not enough of information on Grievance handling.This is one of the process in HR which reqiure your own neutrality and jugemental stuff while dealing with any kind of issues or grievances.This activity requires HR professional's intellect and empathy to deal with.
There is no certain qestionaire that can pe made as it totally depends on the kind of grievance the employee is facing.
First of all try to know what made the employee feel grieved -- is it wrt any policy, misconduct or harrashment.There can N number of reasons. Then try to deal with them accordingly.If it is policy try to take their suggestions to improve, do one-to -one session to get more acquainted with the frequent comments and feedback and then take decessions accordingly to improve the same.
If it is misconduct or harrashment against any particular employee then you need to follow another procedure which starts up with the written complaint, Charge sheet , show cause Notice and then coming up to a common jugement of suspention,termination, stop salary etc.
let me know any further information you want to know about Grievance handling!!!!!
From India, Hyderabad
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THE ESSENTIAL PERQUISITES OF A GRIEVANCE HANDLING PROCEDURE.doc
Grievance Handling Handbook.pdf