Contribution of The HR Advisor

Running head: LABOUR RELATIONS
LABOUR RELATIONS
Name of the Student
Name of the University
Author note

1LABOUR RELATIONS
Table of Contents
Introduction................................................................................................................................2
Description of the scenario.........................................................................................................2
Contribution of the manager regarding handling of grievances.................................................3
Contribution of the HR advisor regarding handling of grievances............................................4
Advice to the manager...............................................................................................................4
Draft letter for grievance response.............................................................................................5
Conclusion..................................................................................................................................6
References..................................................................................................................................7

2LABOUR RELATIONS
Introduction
Grievance is a nothing but a formal complain that is raised by an employee towards
his or her employer (Abinaya, 2020). There are various types of causes because of which
grievances can be raised. Complaint between the sub-ordinate and superior in the workplace
can be dealt either informally or formally. Many a time, both of these approaches can be
applied to resolve the situation.
In this report, at first, events for which compliant is filled will be discussed
(ANITHA, 2020). After that, various types of complaints that the manager received will be
discussed. After that, responsibilities of the manager and HR advisor for handling this
grievance will be discussed (Chhanwal & Deshmukh, 2020). At the end, advices that the HR
advisor will provide to the manager will be described in detail.
Description of the scenario
On 06/04/2019, a project manager of the IT team of the organisation filed a formal
complain to the manager that an associate software developer misused his computer system
and tampered all the details to the recent software development projects (Chen, 2020). When
he switched on his computer system, he found that all the details of the ongoing software
project were removed from the system. He mentioned that he asked a diploma engineer of
his team regarding that matter (Nechanska, Hughes & Dundon, 2020). At that moment, that
diploma engineer revealed this matter to him. When he checked his official email, then he
saw that he received a show cause notice from his higher management for watching some bad
videos in his system (Davis & Vion, 2020). He mentioned in his email that after seeing this,
he checked the browser history of this computer system. He got surprised to see that when the
video was watched, at that time he went for the launch (Chhanwal & Deshmukh, 2020). After

3LABOUR RELATIONS
listening to this, the HR manager checked the biometry details regarding this matter. Manager
noticed that the project manager was absolutely right (Chen, 2020). After that, he checked the
CCTV footage of the floor of the office. He noticed that, the accused associate software
developer was entering into the room which was almost same to the time shown in the
browser of the computer system of the project manager (Chhanwal & Deshmukh, 2020). The
project manager also complained that some his important files were missing from his table.
He blamed that associate software developer for this theft. After listening to these complains,
Manager called the accused associate software developer in his chamber. At the beginning,
he did not agree with this alligation (Nechanska, Hughes & Dundon, 2020). But when the HR
manager showed him some evidences then that software developer surrendered. After that,
HR manger suspended that employee for three months.
Manager of the company received same types of complains multiple times (ANITHA,
2020). He described that, in last month, a senior accountant of the company filed a formal
complaint regarding the misuse of his computer system. She mentioned that, some important
accounts related soft copies are missing from her system. After entering into her chamber, she
switched on her computer system and noticed that matter. Before that, she was in seven days
sick leave (Davis & Vion, 2020). She accused against the newly recruited senior account.
Manager asked the reason. Then she mentioned that she was very efficient in her work. For
that reason, senior account became very zealous (Kwizera, 2020). After that, manager started
investigation regarding this matter and interrogate some her junior employee (Selvarani,
2020). They supported the victim senior accountant. Manager also checked the CCTV
footage of that room and found that other senior accountant was the guilty and kissed off.

4LABOUR RELATIONS
Contribution of the manager regarding handling of grievances
The major contribution of the manager is to fix the grievances in a transparent as well
as impartial way (Dunford et al., 2020). He should talk with the staffs regarding the
compliant. They may conduct any necessary investigation which may include the meeting
with the respondent (Dunford et al., 2020). The staff as well as the respondents may detect
some potential witnesses. With the help of the investigation, the manager should ensure that
the staff and respondent will be informed properly (Dunford et al., 2020). They should be
fairly treated in the entire procedure. He should continue the process within the assigned
deadline. If participants request him to extend the process due to some personal reason then
the manager should accommodate these as far as practicable while considering the welfare of
other staffs.
Contribution of the HR advisor regarding handling of grievances
HR advisor should suggest the company to implement strong IT policies so that no
one can misuse the computers of the company. If any employee of the company violates these
IT policies then the company will be responsible for taking strong action against the
employees (Kalyani & Chong, 2020). He should advise the management to hire an IT staff to
monitor the IT assets of the organisation. He also suggests the organisation to increase the
number of CCTV technician in the organisation, so that they can capture the recording of
more than one number of misuse incidents related to the computer systems (Kalyani &
Chong, 2020). He can suggest IT personnels to block the Youtube and other social
networking sites from the official computer system, so that nobody can access those websites.
If it is found that, any employee checks these websites from his or her phone then HR advisor
tackles this situation very seriously (Davis & Vion, 2020). He can suspend that accused
employee from the job for three months duration.

5LABOUR RELATIONS
Advice to the manager
HR advisor should give the manger the following advises to him:
 The manager should arrange a meeting regarding the received grievances with the
project manger, senior accountant and union representative (Kwizera, 2020). The time
line of the meeting can be two to three hours.
 After that, manger can highlight the purpose of the meeting and initiate the discussion
with the project manger and senior accountant regarding his or her filed grievances
related to the misuse of his or her computer system (Selvarani, 2020).
 After that, he should ask both of them to explain in detail regarding those incidents.
 The manager should ask them who main accused for those incidents and what exactly
happened (Miller, 2020). He should ask the grievor that what the exact location of the
incidents is and why it is happened to them. He should also clarify whether any ego
conflict is there or not (Davis & Vion, 2020).
 He should collect all the witness regarding the filed grievances. He should collect
CCTV footage during the incident from the CCTV technicians.
 Manager should ask following five questions during the meeting.
o What was your exact location when the incident was happened?
o Is there any ego conflict between you and the accused person?
o Is there any witness of these incidents?
o At what time, you realised that your computers systems were misused?
o Did you file any police case regarding these incidents?
 After that, he should discuss with the union leader regarding this matter. He should
ask the union leader that what should his or her position regarding this matter.

6LABOUR RELATIONS
Draft letter for grievance response
Dear manager,
I would like to provide some advice regarding the response of the grievances you received
from the employees. You told me that most of the complains you received regarding the
misuse of the computer systems. First of all, you should suspend or kiss off those accused
employees from the job and take some legal actions against them. You can file a police case
against those employees. If any employees are taking casual leave from the office
management, then he should submit his or her official laptop or system to the concerned IT
team, so that they can safe keep his or her laptop. You can give an order to the IT team to
monitor what websites they are using during shift time. If it is found that there are misusing
internets provided by the company by watching bad videos, movies or spending on social
networking sites, then you should suspend those employees for six months and deducts a
lump-sum amount from his or her salary.
I hope, with the help of these steps you can reduce the number of grievances.
Thanking you with anticipation,
Yours sincerely,
HR advisor
Conclusion
HR advisor is not a new concept in the corporate world. The duty of the HR advisor is
to give advice regarding the policy implementation for an organisation. From HR advisor, the
HR team of a company may get some valuable advice regarding the HR policy and grievance
handling. Grievance handling is the most important role for the management of an
organisation. If the mangers are not able to find any route to resolve the grievance of the

7LABOUR RELATIONS
employees, then they can take some valuable from the HR advisor. It helps to provide a rapid
growth of the company.
References
Abinaya, P. (2020). A Study on Effectiveness in Grievances Management. Studies in Indian
Place Names, 40(19), 631-633.
ANITHA, G. (2020). A STUDY ON EFFECTIVENESS OF GRIEVANCE CELL
MANAGEMENT WITH RESPECT TO ALLOYSYS EXTRUSION AT CHENNAI.
Studies in Indian Place Names, 40(3), 3019-3028.
Chen, J. (2020, January). Regression Analysis of the Influence of Human Resource
Management on Enterprise Performance. In 2019 International Conference on
Management Science and Industrial Economy (MSIE 2019). Atlantis Press.
Chhanwal, I. L., & Deshmukh, A. S. (2020). Leadership Style and Effectiveness in Higher
Education Institutes. Our Heritage, 68(5), 90-97.
Davis, J., & Vion, P. (2020). THE IMPACT OF EMPLOYEE ENGAGEMENT AND
USAGE OF STRATEGIC TOOL IN HRM WITH SPECIAL REFERENCE TO IT
COMPANIES IN CHENNAI. Studies in Indian Place Names, 40(29), 39-48.
Dunford, B. B., Mumford, K. J., Boss, R. W., Boss, A. D., & Boss, D. S. (2020). Integrated
Conflict Management Systems Pay Off with Lower Levels of Formal Grievances and
Lower Turnover Rates. ILR Review, 73(2), 528-551.
Kalyani, M. W., & Chong, S. C. (2020). Ability, Motivation, Opportunity Enhancement
Practices: Which SHRM Practice Is More Influential to Employee Turnover?.
Kwizera, E. (2020). The Effect of Reward and Employee Satisfaction on Customer
Satisfaction among Private University Students in Burundi.
Miller, J. (2020). Speak up, we can't hear you: Grievance resolution practices in small firms.

8LABOUR RELATIONS
Nechanska, E., Hughes, E., & Dundon, T. (2020). Towards an integration of employee voice
and silence. Human Resource Management Review, 30(1).
Prasad, B. V., Suresh, R., & Mohideen, K. U. (2020). Effectiveness of Grievance Redressal
Mechanism-An Empirical Study with Reference to Select Automobile Company.
Studies in Indian Place Names, 40(27), 117-123.
Selvarani, D. C. (2020). A Study On Determinants Of Attrition And Its Effects On
Organisation. Our Heritage, 68(17), 87-92.
Yang, D. (2020). Why Don’t They Complain? The Social Determinants of Chinese Migrant
Workers’ Grievance Behaviors. ILR Review, 73(2), 366-392.