When you are an HR professional who deals with various aspects of employee engagement, complaints can occur at intervals. In many cases, these issues undergo an operations management approach that caters to the personalized workflow model in HRMS. However, some scenarios demand a thorough process for inspecting employee complaints.
Of these formal types of complaints, the most recognizable one from an organizational perspective is employee grievance. It could occur due to an employee’s feelings regarding the whole organizational aspect.
This article covers the concept of employee grievances in a business context and its various types. It helps you learn more about the procedural management and handling of the model by an HR team. You can discover the policy aspects associated with a grievance and the several terms related to the formal application process.
Get an exclusive idea regarding the connection between digital software technology and HR innovation practices. It helps you understand the value of the management of employee grievances in a firm. You can use this to customize your HR software to get the best benefits in the domain of grievance management.
What is Employee Grievance?
The employee grievance process is complete when an employee raises a complaint against the employer, organization, business, or HR team. It could be related to their employment conditions, organizational experience, or HR policies.
You may even use scenarios where one employee complains about their peers to come under the category of grievance. Addressing employee grievances should take a strictly formal tone to get the best output in the domain.
When you deal with an employee grievance issue, it should follow a structured model to get the optimum results. It should adhere to the resolution of problems stated in the employment contract and company policy management.
Grievance management follows defined principles that are categorized under the valuable guidance of HR management applications for employee engagement. If you can work with this model, it can help you leverage the various channels for exclusive growth and success.
The support offered to the grievance management from the end of your company’s HR team plays a significant aspect and qualitative part. It should help you systematically deal with workplace discrimination, interpersonal conflicts, payment-related disputes, and problems related to working conditions.
In the case of raising a grievance formally, the employees should feel that they are undergoing crucial conditions that are unfair or unjust from an organizational viewpoint. Similarly, the idea of their right getting violated should form a part of all grievance addresses in the operations domain. It should help your employees overcome their issues with the aid of proper resolution techniques and conflict management strategies.
The Procedure of Employee Grievance in A Firm
When you are addressing and managing an employee grievance management model in a positive direction, then the right step is to follow a crafted procedure. It should stick to the organization’s mission, vision, and core values. However, it should not compromise your HR integrity. Another important point is that your employees should give value to its efficient implementation without losing their interest and trust.
Given below are some of the exclusive and unique steps that you can follow in the summarization of an authentic HR operations management model service related to grievances. Have a look at the steps:
A formal petition filed by the employee
The primary step in the grievance procedure is a formal petition filed by the employee on behalf of the specific complaint addressed to the organization.
Opening up of investigation by the HR team
On reception of this formal complaint, the HR team at the organization should open up a business-level inquiry that investigates the subject matter.
Understanding the details and situation
The next step is to understand and analyze everything related to the particular situation and organizational scenarios.
Finalizing the petition status
The HR team and concerned personnel can decide the status of the petition and its possible effects on the organization. It creates a route for a potential outcome corresponding to the particular petition.
Role of a mediator
This step lets you decide whether the role of a mediator is necessary for your organization to get the best benefits and services in the resolution of a particular grievance.
Actions and consequences
Once the process of employee grievance is fully considered, it will showcase a set of actions and consequences that affect the organization as a whole. You can communicate the same to the concerned parties.
Appealing the verdict
This step lets the people who are either petitioners or defendants go for an appeal against the action decision made on the particular grievance. The organization and the HR team should be open to receiving an appeal on the verdict.
Final review and follow-up
The final step includes a review process and an essential follow-up to the entire grievance. It could make or break the organization’s operations impact, depending on the level of the raised grievance.
Different Types of Employee Grievances
When you deal with employee grievance management, it is important to learn more about the different types of handling grievances in an organization. The main types of employee grievances that could occur in a business model are as follows:
Related to work conditions and terms
When an employee raises a formal concern related to the physical work environment and conditions, it could matter in the organization’s picture. It could be related to safety standards, asset quality, or compliance regulations.
Related to payment and staff benefits distribution
When a grievance is raised in connection with the compensation management or benefits administration process, it could be an issue of highlighted value for your organization.
Related to employee discrimination
If an employee at your organization feels they are being harassed or discriminated against, then it is feasible for them to raise a complaint.
Related to business management services
When you face problems like abuse of authority, mismanagement, irregular supervision, and the like, then you can experience grievance concerns.
Related to interpersonal conflicts
When your employees face potential issues with each other, it could pose a potential ground for grievance and may result in company-led action. Studies have shown that 27% of employees faced personal attacks arising from such conflicts.
Related to work culture and employee satisfaction
A grievance may arise when your employees face issues related to work-life balance or culture fit. It could be connected to resource satisfaction, morale, employee engagement, and holistic experience.
Laying Out Your Employee Grievance Policy
The promising aspects related to the management of an employee grievance application and management may follow a strategic model. For this, you have to implement a policy and take into effect the various models and patterns attached to it. The layout of your employee grievance policy should cover the following elements:
Possible grievance methods
It should include all the types of grievances that could come under the working terms of your organization.
Procedures for filing grievance
An earnest procedure for filing a grievance with your company should be explained to the resources.
Privacy and security of the involved personnel
It is important to mention the confidentiality levels associated with a particular grievance request and hearing.
Mode and method of the investigation process
If you can provide clarity on how an employee grievance would be considered from the viewpoint of top management, it could help their case.
Grievance resolution and decision-making
If you can provide information on how and why to resolve certain grievances and their corresponding decision-making processes, it could be a strategic business move.
Handling of the grievance by the organization
It includes details related to the time taken to resolve a grievance, appeal process, fairness policies, etc.
Draft of corresponding policies
Formal and legally binding policies and document drafts should be in place to help your employees understand the core process of grievance handling in the organization.
Contents of Employee Grievance Address Form
When an employee decides to raise a grievance in the organization, they should formally submit a request. An application form should be used to manage this request and complaint procedure. The major contents of an employee grievance address form are:
Employee details
This includes information such as the employee’s name, job title, employee ID, department, reporting manager, etc.
Grievance details
Here, the nature of the grievance is explained in detail, denoting the location and time of the incident, a general description of the grievance, potential witnesses, and its connection with the organizational policies and guidelines.
Proposed resolution
The employee raising the specific grievance has an option to suggest a particular resolution that may or may not be approved by the the authority checking the same.
Request for action
The employee should add a formal request to the HR team and company leadership asking for appropriate action to solve the issue.
Self-declaration
The employee should self-declare and attest the grievance with a signature to validate the submitted request.
Learning the Connection between Employee Grievance & Artify 360
When you deal with an exclusive and unique HR management solution that caters to your various requirements in the domain of employee grievance management, it should be feasibly done with the active assistance of digital transformation technology. An important technique to note is that you can utilize the services of core cloud technology services to get optimum support in this regard.
Artify 360 cloud HR software is a standout technology product in this scenario. The digital platform can connect and integrate all your HR modules and processes in a streamlined workflow. It can be embraced with the support of employee engagement and operations efficiency models.
The grievance management and handling of your resources can be fully managed with the essential help of Artify HR payroll software solution. You can customize the process and generate reports as and when required by the core HR personnel or team.
Discover the most important procedures and workflow management tactics to adopt to deal with the influential elements in a grievance management system by reaching out to us. Our HR software system can help you deliver top-notch results in the grievance management process with ease.
