Professional HR Grievance Handling Interview Questions & Answers:

1. Human resources grievance handling interview questions part 3:

What are the main components of grievance handling process?
Explain post employment grievance. How is this type of grievance handeld
Why is it important to handle the grievances in a timely manner?
What precautions would you suggest to the HR Manager to make the grievance handling process more effective?
Give some tips from your experience to implement a good grievance handling system?

2. Human resources grievance handling interview questions part 2:

Explain the effects of grievances on:
a.) Employees
b.) Management
c.) Work
What are the main objectives of having a grievance handling procedure?
What are the important features of a good grievance handling procedure?
What are the different ways to discover a grievance?
What are the main pre-requisites of a grievance procedure?

3. Human resources grievance handling interview questions part 1:

What is a grievance?
How can a grievance be communicated?
Why is it important to have a grievance handling procedure?
What are the important steps in grievance handling procedure?
What can be the causes of grievances?

4. Tell us what precautions would you suggest to the HR Manager to make the grievance handling process more effective?

- Give the employee an opportunity to speak openly
- Conduct the meeting in private
- Listen carefully with sincere interest without interruption or arguments
- Don't just go by the symptoms – try to establish the actual reason
- Check the policy and records – don't jump to conclusions
- Provide a timeline for the solution and act within it – don't delay
- Provide an amicable, mutually acceptable solution
- Do not publicise.

5. Explain why is it important to handle the grievances in a timely manner?

It is extremely important to handle the grievances in a timely manner. Justice delayed means justice denied.

- The delay in settlement frustrates and de-motivates the employee
- The delay reflects badly on the management's intentions and seriousness to settle
- It affects the overall work atmosphere
- It lowers the productivity
- It increases the cost and wastage

6. Tell me what are the different ways to discover a grievance?

Different ways to discover a grievance are:

i.) Open door policy
ii.) Exist Interviews
iii.) Suggestion boxes
iv.) Opinion surveys

7. Explain what are the important features of a good grievance handling procedure?

The important features of a good grievance handling procedure are:

i.) It confirms with existing legislation
ii.) It is fairly acceptable to all – it provides justice to the employees, reasonable authority to the manager and allows adequate participation of the union.
iii.) It is simple and easily understood by all. Employees have sufficient information about the process and the authorities who can be approached in case of a problem.
iv.) It is not a very long process
v.) It is prompt and quick – takes as little time as possible.
vi.) The supervisors and union leaders are well trained to handle it.

8. Tell me what are the main objectives of having a grievance handling procedure?

The main objectives of having a grievance handling procedure are to:

i.) Solve the problems when they are really small rather than letting them grow big and becoming insolvable
ii.) Improve the overall work conditions
iii.) Develop a happy work force
iv.) Keep the concentration on productivity
v.) Tackle human problems like – absenteeism, demotivation etc.

9. Can you explain the effects of grievances on:
a.) Employees
b.) Management
c.) Work

Following are the effects of grievances on each of the above mentioned parties:

a. Employees
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i.) Frustration
ii.) Demotivation
iii.) Aloofness
iv.) Low productivity

b.) Management
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i.) Labour unrest
ii.) Absenteeism
iii.) Indiscipline
iv.) High labour turnover

c.) Work
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i.) Low productivity
ii.) High wastages
iii.) Increased costs

10. Explain Interpersonal factors?

Grievances due to interpersonal factors can be sub - divided into:

a.) Inability to get along with superiors
b.) Poor relations with team members
c.) Ego
d.) Impractical approach to life