A STUDY ON EMPLOYEE GRIEVANCES HANDLING TOWARDS AUTOPARTS WITH REFERENCE
ABSTARCT :
In every organization, employees are one of the most critical resources who contribute significantly to the achievement of business objectives. In today’s competitive business environment, especially in labor-intensive industries like automobile parts manufacturing, ensuring employee satisfaction and maintaining a harmonious work environment are crucial for sustaining productivity and growth. One of the key challenges faced by human resource management is effectively handling employee grievances. A grievance is any discontent or dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connected with the company that an employee thinks, believes, or even feels is unfair, unjust, or inequitable. If left unresolved, grievances can lead to serious consequences including low morale, high employee turnover, strained employer-employee relationships, and even industrial unrest.
This study aims to explore the grievance-handling mechanism at AutoParts (the organization in focus), and to evaluate its effectiveness in addressing employee concerns. AutoParts, being a reputed player in the automotive components industry, employs a large workforce engaged in diverse functions ranging from production, quality control, supply chain, to administrative roles. As the company operates in a fast-paced and highly demanding industry, employees may face several issues relating to working conditions, managerial behavior, wage structures, shift timings, workplace safety, and interpersonal relationships. Addressing these grievances promptly and efficiently is essential not only for employee satisfaction but also for the overall health of the organization.
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