This presentation includes a short description about Employee Survey, Handbook & Handling Grievance.

1. EMPLOYEE SURVEY, HANDBOOK &
HANDLING GRIEVANCE

2. IMPORTANCE OF EMPLOYEE
SURVEYS
• 1) Measure Employee Engagement: The primary reason for issuing engagement surveys is to
measure the engagement level of your employees. Measuring the key.
• 2) Give Employees a Voice: Engagement surveys are crucial because they give employees a
venue for open feedback.

3. • 3) Increase Employee Engagement: Once you’ve assessed how engaged your employees are you
can then create an action plan to increase engagement. The information obtained from the
assessment will allow you to identify strengths and opportunities for improving engagement in
organization
• 4) Direct Organizational Growth: Knowing how the company measures on areas such as employee
satisfaction, management/leadership effectiveness and working environment will give you tangible
objectives for change.
• 5) Benchmark Results: Conducting employee engagement surveys will allow you to benchmark the
data for comparison purposes. You can look at particular results and compare them with industry-
specific data to gain an understanding of how your company performs with similar organizations.

4. EMPLOYEE SURVEY PROCESS

5. EMPLOYEE HANDBOOK
• An employee handbook is a book given to employees by an employer that contains
several key sections and includes information about company culture, policies, and
procedures.

6. IMPORTANCE OF EMPLOYEE HANDBOOK
• 1. Introduces employees to your culture, mission and values
• 2. Communicates to employees what is expected from them
• 3. Educates employees about what they can expect from management and
leadership
• 4. Helps ensure key company policies are clearly and consistently communicated
• 5. Showcases the benefits you offer

7. CONTENTS OF AN EMPLOYEE
HANDBOOK
• A welcome statement
• Vision, Mission and Purpose Statement.
• Orientation Procedures
• Definitions of full- and part-time employment
• Information about employee pay and benefits (such as vacation and insurance).
• Guidelines and procedures for travel and expenses
• Policies for promotion, transfers, or demotion to a certain position.
• Rules concerning mail; use of the telephone, company equipment, Internet and e-mail; and
employee use of motor vehicles for job assignments.
• Procedures on handling on-the-job accidents, such as those that result in injury.

8. GRIEVANCE HANDLING
• A grievance is any dissatisfaction or feeling of injustice having connection with
one’s employment situation which is brought to the attention of management

9. OBJECTIVES OF HAVING GRIEVANCE
HANDLING
• Solve the problems when they are really small rather than letting them grow big
and becoming insolvable
• Improve the overall work conditions
• Develop a happy work force
• Keep the concentration on productivity
• Tackle human problems like – absenteeism, demotivation etc.

10. GRIEVANCE HANDLING PROCEDURE
• Accepting the grievance and acknowledging it
• Carefully listening the problem
• Understanding the redefining the problem to ensure
that both the parties are at the same level of
understanding
• Gathering the information – all facts and figures .
• Offering the best solution
• Follow up