INTRODUCTION OF GRIEVANCE PROCEDURE

The Grievance procedure is one of the more important means available for employees to express
their dissatisfaction. It is also means available to keep a check or relevant diagnostic data on the
state of the organizations health.
In the mean while a grievance may be understood as an employees dissatisfaction or feeling of
personal injustice relating to his or her employment relationship. grievance is generally well
defined in a collective bargaining agreement. It is usually restricted to violation of the terms and
conditions which may give rise to a grievance are!
violation of law
violation of the intent of the parties as stipulated during contract negotiations
violation of company rules.
change in working conditions or past company practices.
violation of health and"or safety standards.
#hen an employee believes that the labor agreement has been violated$ he or she files a
grievance. The grievance needs to be resolved according to a set procedure Grievance procedures
generally establish the following!
%ow the grievance will be initiated&
#hat is the number of steps in the process&
#ho specified number of working days within which to the next step in the
hearing&

A typical grievance procedure folloed in pu!lic "ector" i" a" follo"#
$% Fir"t "tage
The aggrieved employee shall$ first submit his grievance to his 'ectional %ead$ in the prescribed
form. The 'ectional %ead should study the grievance care fully with the least possible delay and
the aggrieved employee should be given an opportunity to present his case in person if he
re(uests for the same. If the employee so desire$ he may take the assistance of a co)worker.
&% 'econd 'tage%
In case the said employee is not satisfied with reply of the 'ectional %ead$ or if the 'ectional
%ead fails to given a reply within the stipulated time as a first stage above$ he shall be free to
register grievance in writing in the prescribed form with his *epartmental %ead. *epartmental
%ead shall$ after careful study$ given opportunity to the concerned person to present his case his
before his$ if the employee expresses a desire to hear in person. The employee may be permitted
to take the assistance of co)employee office choice at the time of personal hearing. The head of
the department should study the grievance and the points brought out by the points brought out
by the employees in the personal hearing and give a reply at the end of the fifth working day
from the day receipt of such complaint.
(% T)ird "tage
If the employee is not satisfied with the decision of the *epartmental %ead or if the latter fails to
any decision within the stipulated period$ the employee will be entitled to lodge and appeal to the
*ivisional head or any officer nominated by the management for this purpose. This officer
should also follow the same procedure as prescribed in stage+ and , and a reply should be given
before the end of the +-
th
working day. If the employees so desire he may be permitted to take
the assistance of a co)employee of his choice or an office bearer or executive committee member
of the union at the time of personal hearing.
If the aggrieved employee is not satisfy with the decision of the divisional head $ he can refer the
case to the ./012..' 34I24 within +- days the union may discuss the subject if they deem
fit$ in the periodical management union meetings which will be held within one month from the
day$ such reference is made by the union to the management.
*% General
If the employee intends to take his case from one stage to another$ he shall do so before the
expiry of 5 days at stage+ and , and +- days at the stage 6. If the employee is not on duty for
calculating the period.
If the employee has to leave the department during working hours on call from any officer with
reference to the grievance prior permission of his immediate superior shall necessarily be
obtained.
$%+ INTRODUCTION#
.mployees grievances and complaints which are primarily manifestation of their dissatisfaction
against their working conditions$ managerial decisions etc. if not promptly attended to$ are bound
to explode. 4T07 management believes in the philosophy of an open door policy in the matter
of redressal of grievances$ be it collective or individual and an aggrieved employee is welcome
to meet his departmental head or the concerned %8 2fficer 9including the %ead of %8
*epartment: and discuss his grievances. 4evertheless$ in view of the ever)growing size of the
industrial organisations and the accompanying complexities and problems the need of formal
grievance machinery cannot be under)estimated. ccordingly the following time)bound
grievance procedure is laid down for non)executives.
O,-ECTIVE'#
The objectives of the grievances procedure will be!
+. To settle grievances of the employees in shortest possible time;
,. t lowest possible level of authority; and
6. To provide for various stages so that the aggrieved employees derive satisfaction of speaking
redressed$ if re(uired$ even from the highest level of the authority
The above procedure was approved by the /anagement 7ommittee in their meeting held on
+<.=.+<>= and came into force w.e.f. of +.>.+<>=.
RE'EARC. /ET.ODO0OG1
?or The @uestionnaire!
I )ave u"ed t)e 2et)odology for t)e 3ue"tionnaire clo"e ended
7lose ended method
I Dic)oto2ou"
II /ultiple c)oice
For t)e pro4ect#
$% I De"criptive re"earc)
&% 3ualitative re"earc)
(% 'a2ple "urvey
*% co2puter application
/et)od of data collection#
Pri2ary data#
I %Collection of data t)roug) 3ue"tionnaire
II% Data collection t)roug) "c)edule
'econdary data # Collection of data t)roug) 2aga5ine" 6 ne" paper and
/e2o" of A""ociate"
RE'EARC. /ET.ODO0OG1
De"criptive Re"earc)#
descriptive research includes surveys and fact finding en(uires of different kinds. the major
purpose of descriptive research is description of the state of affairs as it exists at present.
7ualitative Re"earc)#
@ualitative 8esearch on the other hand is connected with (ualitative phenomenon i.e.$
phenomenon relating to or involving (uality or kind .for instance when we are interest in
investing from the reasons for human behavior i.e.$ why people think or do certain things
. 'a2ple 'urvey#
the respondents selected should be as representative of the total population as possible in order to
produce a miniature cross section .the selected respondents constitute what is technically called a
Asample and the selection process is called Asampling techni(ue. The surveys so conducted is
known as sample survey.
Co2puter Application#
computer can be used by just about anyone doctor $ engineering and recently even house wives
.computers are used not only in numeric application but also in numerical such as proving
theorems $ playing chess $share trading $ preparing menu $preparing projects and so on. #ithout
computers we might not have achieved a number of things.
RE'EARC. IN'TRU/ENT#
7UE'TIONNAIRE#
@uestionnaire are formal set of (uestions pre pare to collect the re(uired information. this is one
of the most effective and popular techni(ues used in surveys .however $one has to be careful
while drawing up (uestionnaire .Before deciding on the (uestions$ it is important to understand
the exact nature of the information re(uired and who should be interviewed.
The contents$ phrasing and the se(uence of the (uestionnaire should also be clear and
unambiguous. The knowledge levels of the target of respondent should be kept in the mind while
drawing up the (uestions.
/EC.ANICA0 IN'TRU/ENT'#
'A/P0ING#
sample is a subset of a unit or populations$ collected as a representation of it . sample is used
to discover one or more properties of the population .collected of sample is called '/01I4G.
proper sampling design is essential in marketing research.the sample has to be collected In such a
way that is represents the populations.
'A/P0ING UNIT'#
In sampling research$ decides who will be surveyed .the portion of population that researches
need to target and that represents the entire population is known as '/01I4G 34IT' .The
target population is should be selected in such a way that everyone in the population has that
e(ual chances of being included in the sample
'A/P0E 'I8E#
The sample size is an important element in research process. s the size of the sample has the
direct effect of a research .it is essential for researchers to select an appropriate sample size .s
the size of sample increase$ accuracy and reliability of research also increase however$ the cost of
research also increases. Therefore$ research need to make a trade off between the accuracy and
cost of research.
A 'A/P0ING PROCEDURE#
'ampling procedure is the way in while we selected a sample .the method for selecting samples
includes stratified and un stratified sampling. 0robability and non probability sampling$ single
stage sampling and multi stage sampling and single unit sampling and clusters of unit samplings.
In my surveys I have used 7UE'TIONNAIRE as the research instrument sampling size of the
survey is 65 .Type of (uestions! There are rating scale (uestions in my (uestionnaire. In rating
scale type (uestions$ there are four choices -$ +$ ,$ C 6. #here
-D not at all true
+D a little true
,D a good deal true
6D very much true.
In our growing global economy$ human resources functions are becoming increasingly
complex and resource)intensive. ?or an outsourcing solution to help a company cut costs and
manage human resources$ a partner is re(uired who understands how to add value to the
company.
.1POT.E'I'# .ffective grievance handling procedure will be make satisfaction to the
employee of the 4T07 1td.

TOO0' 9 TEC.ENI7UE' U'ED#
7omputer pplication
/agazines$ 4ews papers$ Booklets
'ampling nd @uestionnaire
LIMITATIONS
Though the data collected is proper but still there were certain limitations which
were hindrance in making the data more appropriate. The limitations were:-
1. Because of shutdown activities, employees were engaged with their shutdown
jobs and thus were not very readily available. This would have hampered the
flow of input in someway.
. !s the "uestionnaire method was followed, people were not very comfortable in
releasing the information.
#. !s the "uestionnaire method was followed, limitations would have creped in
while administering the same.
$. %any a time, employees were very reluctant in releasing the information,
considering it to be confidential. Thus, it was a hindrance in study.
,i!liograp)y
#ebsite!)
www.ntpc.co.in
www.google.com
B22E'!)
.mployees head book.
%3/4 8.'2387' /4G./.4T BF 7.B.G30T
%3/4 8.'2387' /4G./.4T BF #'T%00

Booklets C other publication

8oshni
4T07 4ews
4ews flash
Booklets
/emos of ssociates
44.G38.

@.+.There is an effective grievance handling procedure for the employees in the
organization&
I% 4ot at all true : ; II% little true : ;
III% good deal true : ; IV% Hery much true : ;
@.,.The employees are fully aware with the existing grievance handling procedure in the
organization and use it whenever needed"re(uired.
I% 4ot at all true : ; II% little true : ;
III% good deal true : ; IV% Hery much true : ;
@.6.There is no need of grievance handling system in the organization as grievances are settled
automatically after discussion C intervention of the immediate superior" head of department.
I% 4ot at all true : ; II% little true : ;
III% good deal true : ; IV% Hery much true : ;
@.I..mployees have no grievance in the organization because the policies and systems existing
in the company are very effective and take care of the needs of the employees.
I% 4ot at all true : ; II% little true : ;
III% good deal true : ; IV% Hery much true : ;
@.5.Grievances"discontent of the employees are given preference and importance by the
superiors and resolved with in the reasonable time period
. I% 4ot at all true : ; II% little true : ;
III% good deal true : ; IV% Hery much true : ;
@.=.The grievance handling procedure has been implemented in the company uniformly and up
to the expectation of the employees
I% 4ot at all true : ; II% little true : ;
III% good deal true : ; IV% Hery much true : ;
@.J.Is it right to frame different procedure of grievance handling for executives and non)
executives.
I% 4ot at all true : ; II% little true : ;
III% good deal true : ; IV% Hery much true : ;
@.>.'eniors in this organization take care of their subordinates in all aspect and there is no
favoritism at the workplace
. I% 4ot at all true : ; II% little true : ;
III% good deal true : ; IV% Hery much true : ;
@.<.There is no effect of grievance handling procedure on the performance level of employees.
I% 4ot at all true : ; II% little true : ;
III% good deal true : ; IV% Hery much true : ;
+-.The controlling officers used to advice and help"support their subordinates from time to time
to check non)occurrence of grievances.
I% 4ot at all true : ; II% little true : ;
III% good deal true : ; IV% Hery much true : ;