Grievance Redressal:

An employee grievance is a concern, problem, or complaint that an employee has about their work, the workplace, or someone they work with—this includes management. Something has made them feel dissatisfied, and they believe it is unfair and/or unjust on them.Employee grievance refers to the dissatisfaction of an employee with what he/she expects from the company and its management. Here as a company or employer, we are expected to provide an employee with a safe working environment, realistic job preview, adequate compensation, respect etc. However, employee grievance is caused when there is a gap between what the employee expects and what he/she receives from the employer. At Navriti we maintain that the employee grievances are strictly judged & timely answered.

We have two different procedure that an employee can choose to solve the issue:

  1. Open Door: At Navriti we maintain that every employee has rights to speak openly with their employer about issues face-to-face, rather than through email. The open door policy serves to empower employees. Open door policies exist to encourage employees to offer suggestions and ideas, provide or solicit feedback, seek personal or professional counsel, or address concerns within the company.

  1. Step Ladder Policy: Employee sends an email to his/her immediate supervisor regarding the issue. It will reach the higher level through the escalation matrix.

Attrition Management:

  • Maintaining month wise data and analysis.

Skills, Competence & Responsibilities

  1. Org Chart – Update the Org chart as and when there is any change and maintain the revision history.

  1. Skills & Competency Definition – What are the desired Skills and Competencies for a particular job role, evaluate their Skill and Competency level, identify the gap and activities which can help bridge the gap – like training, self learning facilities etc.

  1. Role wise Responsibilities – Job role wise responsibilities identification for all employees. Review the applicability from time to time.

  1. Communication on Roles & Responsibilities – Necessary communication on a real time basis to the employees  on the updated roles and responsibilities.

  1. Skill Gap Analysis (periodic) – Identify the gap between desired and actual skills and analysis on the same on quarterly basis. This can be done in One-on-One discussion, employee rating as per their KRA/KPI targets vs achieved with a monthly dashboard.

  1. Gap Mitigation Measures – Arranging necessary in house / external training as per the skill gap, proper mentoring, hand holding, reassignment of roles, guidance on KRA/KPIs and ensuring a good KT process.

Domain & Market Knowledge

      1. Learning & Development

  • Maintain trackers for Training Needs Analysis, Training Plan, Training Calendar, Training Effectiveness.
  • Facilitating self-learning & training programs on a periodic basis and as per the skill gap.
  • Facilitate personality development, motivational and team building activities.
  • Encouraging employees for skill enhancement and certifications.

     2. External Sources

  • External Sources are the information which we get from an external partner, like we get information about the upcoming Conferences, Webinars, or some inputs shared by the customers and Industry Developments/standards.
    1. We usually circulate the conference, webinar and other intimations to respective teams over mail.
    2. Encourage them to attend conferences and webinars

    3. Internal Sources

  • Internal Sources are like, sharing the Lessons Learnt, Knowledge Sharing Sessions, Success stories of the team/leaders.
    1. In the platform like Monthly All Hands Meet / Open House, we encourage our team to share their knowledge and corporate lessons they learnt which can motivate others and help them grow.

Vendor Management

  1. Vendor Evaluation / Re-Evaluation – Periodical evaluation of Vendors performance. Re-evaluation will be done once in a year.
  2. Vendor MoUs – Keep a track of all Vendors MOU / Agreement is signed and extension is done after expiry or whenever necessary as per the Terms and Conditions.
  3. Vendor Rating –  Rate the vendor on the SLA, TAT, their availability for the service requested, support level, price and accuracy / quality of data etc
  4. Vendor Invoice Reconciliation and Payments – Record the received date of the invoice, keep a track on the payment date, followup with the vendor if some discrepancies. Intimate Finance to clear the pending dues if  any, intimate the vendor on the same.

I, Mrinal Kumar (Director) of Navriti Technologies Pvt Ltd, solemnly certify that Navriti Technologies Pvt Ltd is registered as an Assessment Agency under Companies Act, 1956. Below shared are the details of the members who are part of the Grievance Handling Team. The team is equipped to investigate and take fair decisions for benefit of all involved parties.

The member details are shared below:
 

Presence of Grievance Redressal Committee(Yes/No)

Name of the GRC Members

Contact Details

Yes

Soumya Hegde

7899827302

Yes

Mrinal Kumar

9008711099/9980456656

Yes

K Santosh

9971228666

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