Title:-

“A STUDY ON EMPLOYEE GRIEVANCE

AND REDRESSAL MECHANISM”
WITH REFERNCE TO KUSALAVA
INTERNATIONAL.LTD
 INTRODUCTION
Human Resources Management:

Human resource management (HRM) is the function within an

organization that focuses on recruitment, management, and providing direction for the
people who work in the organization. Human Resource Management can also be
performed by line managers. Human Resource Management is the organizational
function that deals with issues related to people such as compensation, hiring,
performance management, organization development, safety, wellness, benefits,
employee motivation, communication, administration, and training.
Definition:

“ Edwin Flipped” defines- Human Resource Management as

“planning, organizing, directing, controlling of procurement,
development, compensation, integration, maintenance, and
separation of human resources to the end that individual,
organizational and social objectives are achieved.”
INTRODUCTION iTO iGRIEVANCE

In ia itrade iunion, ia igrievance iis ia icomplaint ifiled iby ian iemployee iwhich
imay ibe iresolved iby ia iprocedure iin ia icollective iagreement ior iby
imechanisms iestablished iby ian iemployee. iSuch ias igrievance imay iarise
ifrom ia iviolation iof ithe icollective ibargaining iagreement ior iviolations iof
ilaw. iSuch ias iworkplace isafety iregulations. iAll iemployees have ithe
icontractual iright ito iraise ia igrievance iand ithere iis ia istatutory iaces icode iof
practice ifor ihandling igrievances iOrdinary iunionized iworkers imust iask itheir
operations imanagers ifor itime.
GRIEVANCE iDEFINITION

According ito iFilippo, ithe iterm iwould iinclude iany idiscontent iand
idissatisfaction ithat affects organization performance it can either be stated per
unvoiced written or ioral.
TYPE iOF iGRIEVANCE

 Economic
 Salary iand icompensation
 Request ifor iloan
• Change iin igrade
 NEED iOF iTHE iSTUDY

Enable ithe ipractice ito iresolve idifferences iin ia ipeaceful iorderly iand iexceptions
imanner enables ithe ipractice ito iinvestigate iand idiscuss ithe iproblem

[1] Facts iare iseparated ifrom iimpersonal iopinions

[2] Consults ithe ipolicies

[3] Grievance ihandling i{HR iMANAGER}

[4] Consult ithe irecords

 SCOPE iOF iTHE iSTUDY

 The istudy ithrows ilight ion ithe ineed ifor igrievance ihandling
iprocedures iand ithe study ifacilities ithe imanagement ifurther
iimprovements ion ithe isame.

 The istudy iwill ibe iuseful iwhen isimilar ikind iof iresearch iis
iundertaken.

 Features iof ithe inew igrievance iprocedure

 Non-compliance

 Communication
 OBJECTIVE iOF iTHE iSTUDY

 To iidentify ithe iemployees iare iaware iof ithe igrievance ihandling imechanism

 To i identify i whether i the i grievance i handling i system i leads i to i a

favorable iattitude itowards ithe imanagement.

 To iidentify ithat ithe igrievance ihandling isystem ileads ito ia imutual iunderstanding between
iworkers iand ithe imanagement.

 To iknow ithe ilevel iof isatisfaction itowards ithe igrievance ihandling iprocedure iof ithe
iorganization.

 To iidentify ithe ifactors iinfluencing ithe ieffectiveness iof ithe igrievance ihandling iin ithe
iorganization.
 RESEARCH iMETHODOLOGY

RESEARCH

Research iis ia iprocess iin iwhich ithe iresearcher iwishes ito ifind iout ithe iend iresult ifor ia
given iproblem ithus isolution ihelps iin ithe ifurther icourse iof ithe ination. iThe iresearcher has
ibeen idefined ias i‘A’ icareful iinvestigation ior iinquiry, iespecially ithrough isearch ifor new
ifacts iin iany ibranch iof iknowledge.

RESEARCH iMETHODOLOGY

The iprocedure iusing iwhich iresearchers igo iabout itheir iwork iof idescribing iexplaining iand
ipredicting iphenomena iis icalled imethodology imethods icomprising ithe iprocedures iused ifor
igenerating icollecting iand ievaluating idata, imethods iare ithe iways iof iobtaining iinformation
iuseful ifor iassessing iexplanations.
DATA iSOURCES

1. PRIMARY iDATA

2. SECONDARY iDATA

PRIMARY iDATA: Primary data are fresh data collected through isurveys ifrom ithe employees
iusing ithe iquestionnaire.

SECONDARY iDATA: iSecondary idata iare icollected ifrom ibooks iand ithe iinternet.
The isample isize iis i500 iemployees iof i kusalava international ltd

Sample iunit: Employees iof kusalava international ltd

Sample iprocess: iThe istudy iis iin inature iso ithe iproject itraining ihas iselected
iaisample ofi500irespondents ifrom ithe itechnical ipool. iHence iby
iunderstanding ithe iconstraints ilime itimes iresources iand icost ithe iselection iof
ithe isample imode iis isimple irandom iselection.
LIMITATIONS iOF iTHE iSTUDY

 The ifindings iof ithe ipresent itoday icannot ibe igeneralized ias ithey iare ibased
ipurely ion ilimiting ito ione isingular iorganization iwithout igiving iany ipractice iin ia
isimilar iindustry.

 The iemployees iwho ihave ibeen igiven ithe iquestionnaire ihave iresponded positively

 Due to some uneducated labours and workers they are not conveing to raise their grievances

 The data collected from the defendants may be biased, due to a lack of adequate time to spend
ion filling a questionnaire.