Dear Sir/ Ma\'am,
I am working with a hospitality sector,there is so many employees who is not satisfied with their salary increment so i have to make grievance report. Please help me for this and also total procedure of making grievance handling.
From India, New Delhi
I am working with a hospitality sector,there is so many employees who is not satisfied with their salary increment so i have to make grievance report. Please help me for this and also total procedure of making grievance handling.
From India, New Delhi
Hi Rockland,
It is not always who is right and who is wrong. But it is always what is right and what is wrong.
The grievance process must be clear and simple. It must be well-defined.There should not be any delay in the grievance process as it might result into crisis.
Steps in Grievance Handling Procedure:
Identify the grievance and acknowledge the same. Listen carefully to the complainant. Define the grievance clearly. Gather the complete information with facts and figures. Analyze and search for multiple solutions to the grievance and finally select the best feasible and possible solution and implement the same. Ensure that there is follow-up at each stage for successful grievance procedure.
Prescriptions During Grievance Procedure:
If you are not the appropriate person, refer to the right person.
Spend adequate time with the complainant.
Be cool and composed during the process.
Check for facts and figure rather than hearsay.
Practice attentive listening skills.
Find out what bugs the complainant.
Dont have any preconceived notions about the involved parties.
Dont threaten people.
Always try to settle the grievance at the lower level amicably rather than dragging to the higher levels where it might become more complicated.
Conduct the grievance hearing privately.
Make necessary changes, if there are any irregularities in policies and procedures.
Keep the entire grievance process confidential.
Always make the process win-win.
As per my opinion there must be a work analysis of each and every employee. The details of his/her duty hour what work he/she does,what is his/her contribution for enhancing the organisation,to what extent is contributing. This must be placed before each and every employee .It will work as an eye opener. Having seen the mirror of their contribution,they will be found to accept your increment what ever has been implemented
Regards
Ankita
Executive HR
A candle loses nothing by lighting another candle. In other words, be willing to help others and
share your knowledge and insights with others who may benefit
From India, Patna
147It is not always who is right and who is wrong. But it is always what is right and what is wrong.
The grievance process must be clear and simple. It must be well-defined.There should not be any delay in the grievance process as it might result into crisis.
Steps in Grievance Handling Procedure:
Identify the grievance and acknowledge the same. Listen carefully to the complainant. Define the grievance clearly. Gather the complete information with facts and figures. Analyze and search for multiple solutions to the grievance and finally select the best feasible and possible solution and implement the same. Ensure that there is follow-up at each stage for successful grievance procedure.
Prescriptions During Grievance Procedure:
If you are not the appropriate person, refer to the right person.
Spend adequate time with the complainant.
Be cool and composed during the process.
Check for facts and figure rather than hearsay.
Practice attentive listening skills.
Find out what bugs the complainant.
Dont have any preconceived notions about the involved parties.
Dont threaten people.
Always try to settle the grievance at the lower level amicably rather than dragging to the higher levels where it might become more complicated.
Conduct the grievance hearing privately.
Make necessary changes, if there are any irregularities in policies and procedures.
Keep the entire grievance process confidential.
Always make the process win-win.
As per my opinion there must be a work analysis of each and every employee. The details of his/her duty hour what work he/she does,what is his/her contribution for enhancing the organisation,to what extent is contributing. This must be placed before each and every employee .It will work as an eye opener. Having seen the mirror of their contribution,they will be found to accept your increment what ever has been implemented
Regards
Ankita
Executive HR
A candle loses nothing by lighting another candle. In other words, be willing to help others and
share your knowledge and insights with others who may benefit
From India, Patna
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THE ESSENTIAL PERQUISITES OF A GRIEVANCE HANDLING PROCEDURE.doc
Grievance Handling Handbook.pdf