员工申诉 作业三 HND.doc

Assessment task 31. General principles An attempt should be made to solve workplace problems and difficulties informally and without recourse to the formal grievance procedure Formal grievances should be raised in writing The employee has the right to be accompanied by a companion at a grievance meeting Written records will be kept of all grievance meetings, including employees case, employers response and the outcome of each meeting Management will ensure confidentiality of all meetings and associated documentation At the end of each stage, the employee is to be advised of the next stage Employees who raise grievances will not be victimizedStage OneThe employee should raise the grievance with their immediate line manager, who should arrange a grievance meeting as soon as possible. The meeting to be held within five working days of initial raising. The meeting should be carried out in a relatively informal manner. The staff member should be notified of the outcome of meeting within five working days.Stage TwoIf the staff member is not satisfied with the response they received at Stage One, they can, within five working days of receiving the decision, raise the grievance in writing with the next most senior manager (who will usually be the original line managers line manager). This manager will arrange a meeting, to be held as soon as possible.The meeting will be conducted on a more formal basis than at Stage One and the manager conducting the meeting will hear evidence from the staff member (and any representative) and their line manager. A representative from the Human Resource Department will be in attendance to give advice on procedure and to take notes. The outcome of the meeting should be notified to the staff member, within five working days.Stage ThreeIf the staff member is not satisfied with the response they received at Stage Two, they can, within five working days of receiving the decision, raise the grievance in writing with the Managing Director.An appeal hearing will be held as soon as possible. This meeting will hear evidence from all the partied who have been involved in the grievance procedure so far.The decision made at Stage Three of the Grievance Procedure is final.Collective grievanceIn certain circumstances, a group of individual s may wish to raise a grievance collectively. This situation might arise when the action of management (or managements failure to act) affects a group of workers equally. The approach to handling a collective grievance will have to be decided by each organisation and reflected in the grievance procedure. Some organisations make special arrangements within their grievance procedure for handling collective grievances.2. a. I consider Nicks grievance can be as below:When Nick had the private word the Martha about the appointment, he was very angry about that he had a good chance of being promoted but had not even been offered an interview. Even worse, the first point that he realized he had not been successful was when the appointment of Geoffrey Roberts was announced in the staff bulletin. The letter telling him that his application had been unsuccessful arrived two days after the announcement was made public.He was unable to carry out duties if he was not told about them, or had not had it pointed out that he was performing unsatisfactorily which can be seen as the lack of communication about the progress of Nicks application.And the line managers comments about his performance, such as: he should have been aware of what was expected of him as it was discussed at interview, and as it was against company policy to issue job descriptions, he should have used his initiative to find out by asking if he wasnt sure.b. Failure of communication between: Martha and NickThe failure of communication between Martha and Nick can be as: Martha might not have been specific enough in her requirements of Nick, to solve this problem, Martha can raise issues be simple and put in writing and give explanation of Nicks applications as soon as possible. And Nick rarely calling for Martha at the first sign of difficulty. Martha and the Human Resource DepartmentMartha did not have any documented evidence of having raise any of points in currently company appraisal scheme, and thus made Nicks promotion unsuitable. This unsuccessful communication between Martha and the HR Department influenced Nick and also may influence the companys performance. Human Resource Department and NickNick should make more communications with HR Department, because this can be seen as an important factor of his promotion. Actually, his unsuccessful promoted can be seen as his own fault, if he made successful communication, this can gain his promotion chances to some degree. c. The reasons as below made the original problem worse: Lack of job descriptions: when Nick did his job, he had never been issued with a formal job description, he assumed that he was performing all the duties required of him, otherwise he would have been pulled up by Martha. Lack of appraisal system: when Martha thought that Nick is not suited to the promoted position, there was currently no company appraisal scheme so Martha did not have any documented evidence of having raised any of these points with Nick prior to his application for the promoted post. Lack of management training in areas such as performance management absence management: to some degree, Nicks unsuccessful promotion due to Marthas late sending Nicks letter. When Martha was off ill for a few days, she should entrust her job to her underling staffs thus the absence can effect the daily performance in the lowest degree.d. For Nick: he should improve the timekeeping, and also improve the performance with other staff, show his own initiative in involve into the process of training new staff. Be more confidence in dealing with customer complaints invariably calling for Martha at the first sign of difficulty. Do not showing indifference to the wider issues of managing the branch. For Martha: she could provide more advises to Nick about his performance and let him know about the companys plan about the recruitment and staff training. Give Nick necessary help when he meets difficulty at the first sign. Give specific requirement of him, thus can enable to plan Nicks development and career progression within Universal Journals. The HR Department: develop the recruitment and selection procedures, ask more questions to Martha about Nicks detailed performance. Interview Nick to ask him some specific questions about his performance and his job subsection and then determine whether to promote Nick to be the Senior Sales Assistant. After Jennifer made the decision to make Geoffrey Roberts to be the Senior Sales Assistant , she should writing to Nick to advise him about the decision thus Nick may not accept the decision out of his expectation.e. If Im Jennifer Miller, I would now recommend to prevent a reoccurrence of a similar grievance. First, ask every Branch Manager to provide detailed information about his/her candidates for the post of Assistant Manager, and analysis comprehensive whether he or she will fit the job.Second, improve the appraisal system of the company and job descriptions, and also improve training of managers. Under the appraisal system, if the candidates have any misunderstanding about his or her unsuccessful promotion or selection, the managers can show the system to them and also provide evidence of his/her lose of an election.Third, improve the details rules and principles for the employees to obey, this can prevent the conflict between staffs and managers and also improve the management performance. 3. Workers should aim to settle most grievances informally with their line manager. Resolving problems as they occur is part of every day life for a supervisor or manager, and a good working relationship between worker and supervisor will ensure that many problems are resolved before there is any significant conflict involved. The grievance procedure is there as a means of solving problems, but only when all other less formal attempts have failed.The grievance procedure provides an open and fair way for workers to make known their problems and enables grievances to be resolved before they feaster and bec