KELUHAN (GRIEVANCES) SUMBER DAYA MANUSIA DI ERA TERKINI
CAKUPAN DAN URAIAN MATERI TRAINING:
1. Why is it important to have a grievance handling procedure?
process gives the aggrieved employees an opportunity to communicate their
feelings and problems to the concerned people. These people can then address
the grievances as per the policies. A good grievance handling system brings
following benefits to the organization:
a. It develops the trust of employees in the organization, its motives and policies
b. It helps in addressing the employee’s problems before they become too big
c. It helps in improving the over all work conditions and atmosphere
d. It helps in developing a committed work force and improving the productivity
e. It helps in identifying the areas of improvement and taking the required actions
2. What are the important steps in grievance handling procedure?
The important steps in grievance handling procedure are:
a) Accepting the grievance and acknowledging it
b) Carefully listening the problem
c) Understanding the redefining the problem to ensure that both the parties are at the same level of understanding
d) Gathering the information – all facts and figures .
e) Offering the best solution
f) Follow up
3. What can be the causes of grievances?
The factors causing the grievance can be divided into:
i. Management policies
ii. Working conditions
iii. Interpersonal factors
Grievances due to management policies can be sub-divided into:
c) Leave policies
d) Lack of growth in career
e) Conflicts in the roles
f) Unmatched skills and responsibilities
g) Disciplinary action
Grievances due to working conditions can be sub-divided into:
a) Unhygienic work environment
b) Safety issues
c) Insufficient equipments
d) Indiscipline and wrong approaches to discipline
e) Unrealistic expectations
Grievances due to interpersonal factors can be sub - divided into:
a) Inability to get along with superiors
b) Poor relations with team members
d) Impractical approach to life
4. Explain the effects of grievances on:
iv. Low productivity
i. Labour unrest
iv. High labour turnover
i. Low productivity
ii. High wastages
iii. Increased costs
5. What are the main objectives of having a grievance handling procedure?
objectives of having a grievance handling procedure are to:
i. Solve the problems when they are really small rather than letting them grow big and becoming insolvable
ii. Improve the overall work conditions
iii. Develop a happy work force
iv. Keep the concentration on productivity
v. Tackle human problems like – absenteeism, demotivation etc.
6. What are the important features of a good grievance handling procedure?
important features of a good grievance handling procedure are:
i. It confirms with existing legislation
ii. It is fairly acceptable to all – it provides justice to the employees, reasonable authority to the manager and allows adequate participation of the union.
iii. It is simple and easily understood by all. Employees have sufficient information about the process and the authorities who can be approached in case of a problem.
iv. It is not a very long process
v. It is prompt and quick – takes as little time as possible.
vi. The supervisors and union leaders are well trained to handle it.
7. What are the different ways to discover a grievance?
ways to discover a grievance are:
i. Open door policy
ii. Exist Interviews
iii. Suggestion boxes
iv. Opinion surveys
8. Why is it important to handle the grievances in a timely manner?
extremely important to handle the grievances in a timely manner. Justice
delayed means justice denied.
Ø The delay in settlement frustrates and de-motivates the employee
Ø The delay reflects badly on the management’s intentions and seriousness to settle
Ø It affects the overall work atmosphere
Ø It lowers the productivity
Ø It increases the cost and wastage
9. What precautions would you suggest to the HR Manager to make the grievance handling process more effective?
Ø Give the employee an opportunity to speak openly
Ø Conduct the meeting in private
Ø Listen carefully with sincere interest without interruption or arguments
Ø Don’t just go by the symptoms – try to establish the actual reason
Ø Check the policy and records – don’t jump to conclusions
Ø Provide a timeline for the solution and act within it – don’t delay
Ø Provide an amicable, mutually acceptable solution
Ø Do not publicise the issue.
INSTRUCTOR : Dra. Tri Mardiana, M.Si. and Team
TRAINING DURATION : 4 days
TRAINING TIME :
2. 26 Feb 2018-01 Mar 2018
3. 26 Mar 2018-29 Mar 2018
4. 23 Apr 2018-26 Apr 2018
5. 14 May 2018-17 May 2018
6. 25 Jun 2018-28 Jun 2018
7. 23 Jul 2018-26 Jul 2018
8. 13 Aug 2018-16 Aug 2018
9. 24 Sep 2018-27 Sep 2018
10. 15 Oct 2018-18 Oct 2018
11. 26 Nov 2018-29 Nov 2018
12. 03 Dec 2018-06 Dec 2018
INVESTMENT PRICE/PERSON :
FACILITIES FOR PARTICIPANTS:
1. Training Module
2. Flash Disk contains training material
4. Stationeries: NoteBook and Ballpoint
7. Training Photo
8. Training room with Full AC facilities and multimedia
9. Lunch and twice coffeebreak every day of training
10. Qualified Instructor
11. Transportation for participants from hotel of participants to/from hotel of training – VV (if minimal participants is 4 persons from the same company)