A STUDY ON GRIEVANCE REDRESSAL OF EMPLOYEES IN VARIOUS INDUSTRIAL SECTORS

Abstract For industries to maintain a positive and productive work environment, effective grievance redressal procedures are essential. Investigating the grievance redressal practices used by different industrial companies and assessing how well they handle employee issues are the goals of this study. If grievances are not resolved, they may result in low productivity, high employee turnover, industrial unrest, and discontent. Employee morale and organizational cohesion therefore depend on an effective and transparent grievance handling mechanism. Using a mixed-method approach, the study combines qualitative interviews with quantitative surveys from a few chosen businesses. It looks into the kinds of complaints that are frequently filed, including problems with pay, harassment at work, difficulty with promotions, and working conditions. The study also looks at how well-informed employees are about grievance procedures and how fair and accessible they believe the redressal process to be. The results show that although formal grievance redressal processes are in place in the majority of businesses, employee faith in the system and how well they are implemented vary greatly. Effective grievance resolution is frequently hampered by elements including managerial attitude, procedural delays, lack of secrecy, and fear of reprisals. Regular training, policy understanding, prompt action, and the involvement of third-party mediation in serious cases are all stressed in the study. The impact of grievance redressal mechanisms on employee satisfaction and industrial relations is better understood thanks to this study. It makes recommendations for tactical changes to strengthen worker voice, uphold justice, and promote a cooperative work environment. HR specialists and business executives may find the suggestions useful in creating strong procedures to handle employee complaints more effectively. Keywords: Grievance redressal, employee satisfaction, industrial relations, workplace conflict, HR management, employee voice, organizational justice, dispute resolution, employee engagement, industry practices