Grievance handling procedure in Reliance Infocomm Limited

Grievance handling turn in Reliance Infocomm LimitedTo develop a Grievance handling procedure for Reliance Infocomm after analyse in detail the types and causes of marks those be specific to Reliance Communication Limited.ObjectivesTo skirt a Grievance Redressal single-valued function for Reliance Infocomm Limited.To analyze the types of scores that existed among the employees of Reliance Infocomm Limited.To obtain suggestions on the kind of Grievance Redressal Procedures from the employers of Reliance Infocomm Limited. trigger both employee has certain expectations which he thinks must be fulfilled by the judicature he is working for. When the organization fails to do this, he develops a feeling of discontentment or dissatisf carry through. When an employee feels that something is unsporting in the organization, he is utter to have a grade.In the Industrial Relations language, Grievance is defined as anything which irritates or tends to trade name work conditions unsati sfactory and thereby harbors a discontent or dissatisfaction arising anything connected with the gild that an employee thinks, believes or as yet feels, unfair, unjust. In this sense many of the controersial issues in Industrial Organizations whitethorn be said to trick out as a result of incept or ill-advised handling or neglect of unfairnesss which individually whitethorn appear trivial but collectively may become explosive.The basic objective of the project is to frame a Grievance Redressal Procedure for Reliance Infocomm Limited and to analyze the types of grievances that existed among the employees of Reliance Infocomm Limited.Telecommunications Industry IN IndiaThe telecommunications industries in India are highly competitive. The growth rates in the number of telecommunication lines (both fixed and mobile) have been maturement quite significantly, teledensities have been steadily improving and the ratio of mobile to fixed communications has crossed unity. In addition to the distribution of telecommunications services, India has a sizeable telecommunications equipment manufacturing industry. India has followed a policy of establishing a stand alone semi frequent laboratory, which was charged with the responsibility of developing a family of digital switching equipments and then transferring this generated technology to domestic public and private sector telecom equipment manufacturers. The telecommunications industry is a good example of the fact while having squalid factor endowments is necessary for a country to establish its presence in the international market mogul to move up the innovation ladder is a sufficient condition for that to occur.India is been considered to be the emerging technical giant from the developing world. India spent about one percent of their GDP on RD and have a growing number of patents issued in the US to their local inventors. India is an ac recognizeledged powerhouse in embedded software, rail line software in ge neral, chip digits and in pharmaceuticals. India has one of the abundantst telecommunications networks in the world. Reliance Infocomm is part of a large Indian conglomerate namely Reliance Industries. The American telecoms company, Qualcomm that pioneered the CDMA technology, holds about 4 per cent of the shares of Reliance Infocomm. Qualcomm makes bullion from royalties e actually time a chipset is inserted into CDMA phones and other network equipment as well as from license fees. move on based on my discussions with Midas Communications, it could be seen that the order from Reliance Infocomm has led to a large quantum of orders from both elsewhere within the country and from abroad. For instance, following test-run with 25,000 CorDect systems in 24 cities across nine states for over an socio-economic class, Bharat Sanchar Nigam Limited (BSNL) has latterly awarded a slenderize for over 0.6 million CorDect lines. The BSNL contract is worth around Rs. 7 billion and is divide among Himachal Futuristic Communications Ltd (HFCL), Indian Telephone Industries Ltd (ITI), and Electronic Corporation of India (ECI), Shyam Telecom and Hindustan Teleprinters Ltd (HTL).Literature ReviewIntroductionIn a broader perspective, any discontent or dissatisfaction, real or imaginary, experienced, by an employer about his or her occupation constitutes a grievance. In their working lives, employees occasionally become aggrieved at the treatment meted out to them by the supervisors or the management on certain service conditions managerial decisions, practices, etc.,A grievance should be treated as a show cause issued by the workmen against the management by an undertaking. Grievances can arise in general under two conditions, namelyWhen management attempts or does something which it is not anticipate to do.When the management fails or refrains from doing something which it is expected to do.Thus a grievance is also an indicator of the organizational health. The complain ant may or may not specifically assign reasons for dissatisfaction. But once the complaint is formally presented it has got be investigated and a dissolving agent is found out.According to Beach, D.S, and military unit Administration, of People at Work, 1965, Any dissatisfaction or feeling of injustice in connection with ones employment situation that is brought to the notice of management.According to S. Chandra, Grievance Procedure A Survey of Practices in India, 1968, the following causes have been given of employee grievances Promotions, Amenities, Continuity of services, Compensation, Disciplinary action, Fines, Increments, Leave, Medical Benefits, Nature of the job, Payment of wages, Acting promotion, convalescence of dues, Safety appliance, Superannuation, Super session, Transfer, Victimization and Conditions of work.The handling of special grievances may involve special move as well as, or in place of, skipping certain steps within normal grievance channels, by Petterfer , J.C, Effective Grievance Arbitration in California Management Review, 1970.According to Shea, John, Would Foremen Unionize? in Personnel Journal, 1970, There are always time limits betwixt different steps of the grievance procedure. Additional steps are taken within a grievance system when labour is dissatisfied with the solution adjust forward by the lower line management.According to Jucius, J.M., Personnel Management, 1971, A grievance is any discontent or dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connected with the company which an employee thinks, believes or crimson feels to be unfair, unjust or inequitable.Any real or imagined feeling of personal injustice which an employee has concerning his employment relationship by Keith Davis, Human Relations at Work, 1971.A written complaint filed by an employee and claiming unfair treatment by Dale Yoder, Personnel Management and Industrial Relations, 1972.The Indian Institute of per sonnel Management, Calcutta, in the year 1973, has briefly summarized the grievance procedure in the following five stepsIn the offset printing instance, the grievance should be settled at the lowest level, that is, the employee should raise his grievance with his immediate superior.It should be made easy to the employee that he may appeal if he does not get satisfaction from his immediate superior. He should know who the next person in the echelon of management is to whom he should refer his grievance.The grievance should be speedily dealt withIf the grievance is against any instructions issued by the superior, the employee should clearly understand that, in the interest of discipline, the instructions must first be carried out before the grievance can be considered and decided upon. It is only when this has been done that the employer result register his protest and set the grievance handling procedure in motion.It should be clearly mute by the employee that there will be no r ecourse to any official machinery till the grievance redressal procedure has been set in motion and that, in the event the employee is still dissatisfied, there will be no direct action by either party which might prejudice the case or raise doubts while the grievance is being investigate.The grievance is usually more formal in slip than a complaint. It can be valid or ridiculous, and must grow out of something connected with company operations or policy. It must involve an interpretation or application of the provisions of the labour contract says Flippo, Principles of Personnel Management, 1976.Chapman, Brad J., 1976, observes An employees concern for his job security may prompt a grievance over a transfer, work assignment, or promotion. Sometimes bad relations between supervisors and subordinates are to blame this is very much the cause of grievances over fair treatment. Organizational factors like automated jobs or ambiguous job descriptions that blast or aggravate employees are other potential causes of grievances. Union activism is another cause. For example, the union may mash grievances from workers to underscore ineffective supervision. Problem employees are yet another cause of grievances. These are individuals, who, by their nature, are negative, dissatisfied, and grievance prone.According to Sikula, A.F., Personnel Administration, 1978, It is not possible that all the complaints of the employees would be settled by first-line supervisors, for these supervisors may not have had a proper training for the purpose, and they may lack authority. Moreover, there may be personality conflicts and other causes as well.According to Brian Bemmels, Janice R.Foley, a common criticism of grievance procedure question is the lack of theoretical grounding for much of the enquiry done prior to 1985. Several earlier reviews of the grievance literature raised the challenge of improving on the theoretical aspects of grievance query.According to Michael Corcoran, 2 006 a solicitor in the Steeles employment team, offers advice on grievance proceduresThe aim of a grievance procedure is to encourage consistency, transparence and fairness in the handling of workplace problems or complaints. It should allow the employer to seek an informal resolution where inhibit but allow for more formal proceedings should the circumstances demand.The grievance procedures must be followed in relation to any grievance about action by any employer that could form the basis of a complaint by an employee to an Employment Tribunal. A grievance is a complaint by an employee about action which his employer has taken or is contemplating taking in relation to him.Research Methodologyenquiry OBJECTIVESTo gain familiarity with a phenomenon or to achieve new insides into it.To portray accurately the characteristics of a particular individual situation or a group.To determine the frequency with which something occurs with which it is associated with something else.To test a hypothesis of a casual relationship between variables.RESEARCH TECHNIQUEA research technique refers to the behavior and instruments we use in performing research operations. Here, regarding this project the techniques of Questionnaire is used with attitude skills, nominal scales, ordinal scales, and interval scales, and ratio scales mass behavioral scales.RESEARCH DESIGNA research design is the arrangement of conditions for collection and analysis of date in look that aims to combine relevance to the research purpose with economy in procedure.Regarding this project, descriptive research design is applied. Here, descriptive research design is concerned with describing the dissatisfaction of each individual on his job and the diagnostic research design helps in diagnostic research design helps in determine the frequency with which something occurs or its associated with something else. These two research designs helps in understand the characteristics in a given situation, think sys tematically about aspects in a given situation, offers idea for probe and research help to make certain simple decision.The researcher take random sampling method which includes 100 executives of Reliance Communication Limited.ConclusionIn conclusion it is very important to strike the misunderstandings between the misunderstandings between the employer and employee. Human relations are the most important.It is the duty of the employer to remove the conflict from the minds of his employees and to localize problems and to find out ways and means for redressal of grievance. For achieving this goal an effective grievance procedure will certainly contribute to industrial peace and contended or happy labour.