Human Resources Management: Employee Relations & Grievance Process

This presentation provides an overview of human resources management, focusing on the importance of a healthy work environment and ethical organizational culture. It identifies key issues faced by organizations, such as unfair treatment, distress over disciplinary actions, and anxiety about HR policies. The presentation recommends strategies for creating positive employee relations, including open communication, employee involvement in policy development, ethical practices, and recognition. It also outlines a detailed grievance redressal procedure, emphasizing the importance of investigation, fair hearings, and impartial decision-making. Cautions for handling grievances and the value of management training in grievance resolution are also discussed, aiming to improve workplace dynamics and ensure effective management practices.

Human Resources
Management
Student Name
Date:-18.02.2019

Introduction
 A healthy work environment is essential for the
employer as well as the employee (Inside.6q.Io,
2019).
 It becomes the responsibility of the employer to
develop an organizational culture which motivates
the ethical practices.
 The development of such an environment is also
necessary to retain good talent in the organization.

Issues of the organization
 Before moving ahead to any discussion or the
recommendations, first, it is necessary to identify
the issues which Elora Jean & Co. is facing
currently.
 These issues mainly include unfair treatment by
managers, distress over disciplinary actions and
anxiety about new human resources (HR)
policies.
 In addition to this, employees of the subjective
company feel that they do not have enough
flexibility to raise their voice against the issues of
the organization.

Recommendations for creating positive employee
relations
 Grievances Redressal is one of the methods of
dispute resolution but as mentioned earlier the
same should be the last option.
 There are many other measures by adopting
which, an organization can ensure the creation of
positive employee relations.
 Opportunity to talk is one of such measure which
provides the employees with a platform where
they can address their issues in general. In addition
to this, providing education to the employer about
employment law is also a good option
(Jaluch.co.uk, 2019)

Cont.
 Effective communication is another method and
the same should be there always, not only at the
time of issues (Personneltoday.com, 2019).
 Involvement of employee during the development
of management policies is also an effective
method to ensure a healthy relationship between
employee and employer.
 Soliciting feedback on management policies is
also essential.

Cont.
 Ensure the ethical practices at the workplace.
 These ethical practices involve payment of equal
wages, redundancy pay, fair dismissal, managing
suitable working hours and so on.
 When an employee sees that employer
himself/herself performing ethical actions, they do
not initiate any disciplinary action against the
employer.
 Recognition and promotion are another important
measures that an employer can take to develop a
healthy employment relationship.

Procedure of Grievance Redressal
 Sometimes, even after the adoption of all the
methods to create a positive employment
relationship, the employee faces certain problems.
 The reason behind the same can be the
ineffectiveness of the methods used by the
employer.
 In such a situation, employees have the option to
make the formal complaints.
 It becomes the responsibility of the manager to
manage the process of Grievance Redressal
effectively and for this, certain steps are
prescribed.
 The first step is to Initiate the grievance procedure

Cont.
 Investigate the grievance:- This is the second step
of the Grievance Redressal Mechanism.
 As the name implies, this step expects the
managers to check the reasons and fairness of an
informed Grievance.
 In this step, the manager makes a deep
investigation of the reported Grievance in order to
check the nature and seriousness of an issue.

Cont.
 Holding a grievance hearing Meeting:- This is the
third step of the subjective procedure whereby
managers meet the employees.
 The objective of such meetings is to understand
the issues of employee raised in reported
grievance more in detail and to understand the
nature of the same (Macdonald, 2008).
 Such meetings are significant for the employee as
well as for employer.

Cont.
 Decision Making:- After the grievance hearing
meeting, managers will take the decision regarding
the grievance of the employee.
 While making the decision, managers are required
to consider all the facts and evidence presented by
the employee and other parties (Gov.uk, 2019).
 Employer is expected to provide the best suitable
resolution to the issue of the employee. Such a
resolution should be free from any personal
interest.

Cont.
 Further Actions:- This is not actually a step of
grievances Redressal process. But the same comes
after it.
 Many of the times, employee feel dissatisfy from
the decision of the managers. In such a situation
they can make an appeal.
 The process of appeal should also be a part of the
grievances Redressal policy of the organization.

Cautions During handling the
Grievances
 Only following the described procedure is not
enough, managers while handling the grievances
needs to consider certain factors in order to make
the process and outcomes more effective.
 The manager should ensure the privacy of the
meeting place.
 Managers must ensure that they have enough time
and there is no rush.
 Managers must not act outside of the given
authorities.