HND员工申诉作业3.doc

1.Principles1. An attempt should be made to solve workplace problems and difficulties informally and without recourse to the formal grievance procedure2. Formal grievances should be raised in writing3. The employee has the right to be accompanied by a companion at a grievance meeting4. Written records will be kept of all grievance meeting, including employees case, employers response and the outcome of each meeting5. Management will ensure confidentiality of all meetings and associated documentation6. At the end of each stage, the employee is to be advised of the next stage7. Employees who raise grievances will not be victimizedStage1The employee should raise the grievance with their immediate line manager, who should arrange a grievance meeting as soon as possible. The meeting to be hold 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 2If the staff member is not satisfied with the response they received at Stage One, they can, within five working days of receiving t 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 3If 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 parties who have been involved in the grievance procedure so far.The decision made at Stage Three of Grievance Procedure is final.2a. Nicks grievance may be include follows,1. The HR Manager did not progress Nicks application any further after having accepted Marthas opinion,2. He had assumed that he had a good chance of being promoted and was furious that he had not even been offered an interview.3. The first point that he realised he had not been successful was when the appointment of Geoffrey Roberts was announced in the staff bulletin.4. He was already doing the job perfectly well, but he had not been given the chance of promotion.2b.Martha failed to communicate appropriately or sufficiently with Nick. As the administrator, Martha should communicate with Nick when he has a mistake or a good performance. Generally speaking, there is grievance of Nick in the case study, and it is due to the lack of communication. In addition, the lacks of communication are from several aspects, for example Martha and Nick, Martha and HR. Now, lets discuss these aspects separately.Martha and Nick: Martha point out Nicks bad performance during the Nicks job obviously when she talked with Human Resources. However she did never communicate with Nick about this matter. These lead to the Nicks grievance about he did not know how to improve. Besides, Nick said he did not know what aspects he didnt do it well, but he didnt communicate with Martha. Martha and HR: Martha had some advices on Nicks performance, but she said she has been specific enough in her requirements of him, because she doesnt want a bad atmosphere. However, she should communicate with HR about this matter, HR did not know the necessary of description. And Martha and Nick would both feel to be difficult to do the job, so that Nicks grievance includes his inexplicit of job description. 2c.The failures of good management practice is there is 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.If we consider the case study comprehensively, we can get that there are other factors of management practice made the original problem worse. Companys promotion mechanism is not perfect. The company didnt have complete job description. And the company didnt have an assessment of staff performance. Finally, the companys inner management has a lot of weakness, for example Nick received the letter telling him that his application had been unsuccessful after announcement was made public.2d.If Nick can talk with Martha in that time, tell her that he want to be promoted and talk about his oppoin. Maybe Martha will documented evidence of having raised any of these points with Nick prior to his application for the promoted post. So Nick will take a understand of the HRMs decision. Or maybe, Martha would think Nick should appoint this position.If Martha can have a communication with Nick before they do the decision, maybe Nick will know the reason about way he was not be given the chance of promotion. Nick would not feel that he did not know his bad performance in the work, so he didnt appropriate chance to improve.If HR has the job description in deal, Nick and Martha would not exist the disagreement in weather the Nicks job did well. And there would not have the parties later.2e.I think the company should keep Nick, because he is a part of the company beneficial to the companys resources, benefits for the company. If they retains the Nick, it means that the Universal Journals do exist these problems, and the Universal Journals should improve them separately. It could help Universal Journals complete its inner management. And the Universal Journals retains Nick, which could help to inspiring the staffs activities and develop the staffs loyalty. Whats more, the Universal Journals retains Nick, it could help company to create a liberal and fair inner work atmosphere. And it could attract more talent.But the premise we must give him some compensation. First, Martha and human resources departments should give an apology, and to ensure that similar things will not happen. Second, it should be for a job to Nick, this position should be very suitable for him. He could not stay because the original post, this incident has caused him injury, and he has had a bad impression on Martha. So for a better position to let Nick play his personal talent, and create more benefits for the company.3. The formal grievance procedure is as a means of solving problems. Formal disciplinary procedures to help organizations to maintain discipline organization effectiveness. If the management well, should help maintain standard, and improve the individual performances.The grievance procedure provides an open and fair way for workers to make known their problems and enables grievances to be resolved before they fester and become major sources of conflict. And if a grievance is left unresolved, it may become a more significant problem involving more people and may take more time to solve. And a grievance procedure