PROJECT ON: Social Cost Benefit Analysis

PREPARED BY:
AMIT MAHARANA
(012004CM006)
KHALLIKOTE
AUTONOMUS
COLLEGE
Social Cost Benefit Analysis
1. Meaning of social cost benefit analysis
2. Social cost and social benefit
3. Objectives of SCBA
4. scope and Relevance of SCBA
Meaning of SCBA
“Social Cost Benefit Analysis” (SCBA) is a tool to
determine merits of a project on the basis of current and
future socio-economic impacts.”

SCBA is a systematic and formal method of evaluation of

the project in terms of Costs and Benefits. Social cost-
benefit analysis refers to cases where the project has a
broad impact across society and, as such, is usually
carried out by the government.
Social Costs and Social Benefits
Social Costs : The costs of putting impacts of a project on society,
environment, ecology, human, animal, mankind.
Social Benefits : The benefits of a project other than economic
gain.

Social Costs Social Benefits

Subsidies offered
Environmental Degradation
Depletion of energy
Employee cost incurred
Human service used
Taxes Raised
Improvement of Environment
Products and Services
Indirect employment creation
Socio-economic developements
Types of Grievance
🠶 Individual Grievances
When an individual employee grieves against a management action like demotion
based on bias, non payment of salary, workplace harassment etc.
🠶 Group Grievances
This type of grievance is when a team or a group collectively grieves against the
management for example when none of the team members receive the promised
overtime bonus as mentioned in the policy.
🠶 Union Grievances
This is rare, especially in a corporate setup where unions don't often exist. But in this
type of a grievance, the entire union complains against the management generally
over contract misinterpretation.
causes of grievances
• Economic: This usually concerns employee wages when they feel like they are being paid
less than others in the same band or grade, or when they receive inaccurate salary. Other
examples could be delayed payment of bonuses, arrears, hikes etc.
• Work Environment: Sometimes, physical work conditions like too much heat or cold,
cramped or limited work space, low lighting, bad quality equipment, faulty appliances etc
all constitute work environment related grievances and are valid causes of it.
• Supervisory: More often than not, supervisors, managers and other top management
professionals can also cause grievance to employees. Biased performance rating, berating,
subtle insulting, harassment of any sort, all constitute supervision related grievances.
• Employee Relations: When colleagues who work together don’t gel well, have issues
working together on a project, get into too many conflicts etc. they can be a big cause of
grievance.
• Organisational Change: Sometimes, when there are policy changes or actual shifting of
workplaces, employees may find themselves unaligned to the changes and that can be a
cause of grievance too.
Grievance Handling in HR

🠶 Grievance handling is the management and redressal of grievances by the HR

department.
🠶 It is one of the responsibilities of the department to set up a formal process to
redress employee grievances. By establishing formal grievance handling
procedures, you provide a safe environment for your employees to raise their
concerns.
🠶 In most large enterprises, an agile and intuitive HR Tech enables this process
through a virtual help desk and assists HRs in swift redressals.
 Steps in Grievance Handling
🠶 Quick action-As soon as the grievance arises, it should be identified
and resolved.
🠶 Acknowledging grievance- The manager must acknowledge the
grievance put forward by the employee as manifestation of true and
real feelings of the employees.
🠶 Gathering facts- The managers should gather appropriate and
sufficient facts explaining the grievance's nature.
🠶 Examining the causes of grievance-The actual cause
of grievance should
be identified.
🠶 Decisioning- After identifying the causes of grievance, alternative course
of actions should be thought of to manage the grievance.
🠶 Execution and review- The manager should execute the decision
quickly, ignoring the fact, that it may or may not hurt the employees
concerned.
Grievance Handling procedure
Model of Grievance procedure
Thank you