Employee Grievance

Questions: 1.Discuss the case with suitable title for the case. Justify your title as well? 2.The pointrise by the HR manager for the latest issue in the organization is justifiable or not. Support your answer with Human Resource related Concepts? 3.Help the organization to come out from this criticalissue. If you are in the role of HR manger what will be your immediate step to solve this case? Answers: 1. Justification for the title: Employee Grievance has been suggested as the title for the given case study as by analyzing the case study it has been evaluated that the company implements extensive employee equity and employee quality policies but still there are several issues and grievances in the company. Employee equity solely cannot satisfy all the needs of the employees (Walker and Hamilton, 2011). It is essential that all other things should also be give emphasis such as employee recognition, development and appraisal. It has been analyzed by the human resources manager that there are several issues which are occurring in the day to day operations of the company. The actual reason identified behind these errors and issues was the casual approach of the employees. This casual approach is the result of the several grievances and issues faced by the existing employees of the company. The primary reason for the employee grievances is that instead of recognizing the talent and pot ential of the existing employees of the company, AB Public Ltd. has gone for fresh recruitments. Every employee demands for respect, appraisal and recognition in the organization. But as a result of the new recruitments the existing employees have lose their reliability in the company and started working casually without much effort and efficiency (Bidwell, et al., 2013). This has resultant into occurrence of errors and faults in the system. The second reason for the employee grievances is that the salaries offered top the new recruitments were comparative.ly high with the salaries of existing employees of similar department. This has posed an unconstructive impact over the employees and their manner of working. The employees realized an inequality in the organization which has forced them to work with no dedication and have developed several grievances and issues in their minds (Bratton and Gold, 2012). 2. The point raised by the HR manger is justifiable in nature that the issues caused are because of the casual approach of the employees rather than the issues in the system. It is the concept of human resource management that at the time of hiring or staffing people for the various higher positions in the organization, the companies must first analyze and recognize the internal talent. This states that the existing employees must be given a chance to explore themselves and should be given the position of higher level as per their competence and skills (Stone, 2013). Without taking out this analysis, AB Public Ltd Company had appointed several new individuals at the senior post in the company. This staffing and recruitment policy initiative of the company have resulted into diminished and decline employees morale as the employees experienced that they have not been provided with an opportunity to develop as well as that the company do not find potential in them. And as a negative con sequence they have started working in a casual approach therefore such mistakes and issues are taking place in the company. As per the people empowerment concept of human resource management it is essential that the employees must be empowered, given equal chance of development and growth as well as there must be appropriate allocation of salaries. But the new employees have been hired at a higher package even though they do not possess much knowledge about the companys operations and functions. This has also negatively impacted the employees as there has been realized that a sort of inequity has taken place and there pays should also be restructured and revised as per their work. Because of such unethical decisions the company has forced their existing employees to raise their voice or do not put their hundred percent in the achievement of organizational goals (Harzing and Pinnington, 2010). 3. As a human resource manager of AB Public Ltd Company and after analyzing the entire situation there are few immediate steps which will be suggested to the company for resolving this critical issue and having a better and improved working environment in the organization: Open Forum Discussion with employees This is the very first step which should be taken by the company for resolving these issues. There must be an open forum discussion where all the existing employees must allow an opportunity to raise their issues and grievances which they are experiencing. In this discussion the higher authorities or the manager must answer the queries of the employees and must provide them appropriate justification for their initiative taken (Macey, et al., 2011). Revising the salaries As the compensation policy of the company is very low in comparison with the policies of the other companies but then also the employees have raised no issues thus it is essential that the company must revise the salary structure of the existing employees. The pays of the workers must be revised and increased as per the pay of the newly appointed employees of the same cadre. So that there can be an equality in the pay structures (Werner and DeSimone, 2011). This will help in resolving several issues regarding the casual approach of work as well as de-motivation of the employees. Internal hiring There has been raised several issues because of the recruitment of the new employees at the senior position without taking into consideration the internal talents. Therefore for resolving the same the company must also employ some of the internal employees at the senior posts so that the competent and the skilled employees do not feel offended and continue working with the similar zeal and effectiveness. There must be announced vacancies for the internal employees and several tests should take place so that employees can participate in them and qualify for the senior position in the company (Armstrong and Taylor, 2014). This will help in motivating the employees and making them realize that there are extensive chances of growth and development in the organization. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bidwell, M., Briscoe, F., Fernandez-Mateo, I. and Sterling, A., 2013. The employment relationship and inequality: How and why changes in employment practices are reshaping rewards in organizations.The Academy of Management Annals,7(1), pp.61-121. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Harzing, A.W. and Pinnington, A. eds., 2010.International human resource management. Sage. Macey, W.H., Schneider, B., Barbera, K.M. and Young, S.A., 2011.Employee engagement: Tools for analysis, practice, and competitive advantage(Vol. 31). John Wiley Sons. Stone, R.J., 2013.Managing human resources. John Wiley and Sons. Walker, B. and Hamilton, R.T., 2011. Employeeemployer grievances: a review.International journal of management reviews,13(1), pp.40-58. Werner, J.M. and DeSimone, R.L., 2011.Human resource development. Cengage Learning. Answers: