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Conflicts between human resource function

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Conflicts between human resource function: There are four different areas to Human Resources. They are: * Human Resource planning * Recruitment and selection * Training and Development * Performance Management Human Resource Planning- Is responsible for looking at the objectives of the business and whether they need to employ staff, how many, when and where. Recruitment and selection- This team tries to find the right candidate for the job by various means, promotion in house and external advertising etc. Training and Development- Take the selected person and train them to do the job efficiently and develop their career. Performance Management- Monitors the performance of the individual to see if they are coping efficiently and fitting in with the organisation. A source of conflict could occur between the departments if the employee failed to meet the requirements of the job or found they were not suited to the position. The human resource department normally have conflicts with the health and safety department. Christmas time is the busiest time for the Post Office, and this is when most of the conflicts occur. Staff would carry too much load (letters), therefore the health and safety manager would say its not allowed, but the other manager of that specific department would say that they would not get the job done if they had to carry a bit at a time, therefore they have a conflict between the two managers and the employee. They have two ways of resolving this problem, and that is to either turn a blind eye because it will still go on, or to fight the case, which is not preferable as this would by costly and take up time. Another thing that normally brings up conflicts is, making staff work through their lunch breaks ad employing people who are not fit for the job, for example they employed a boy that was 14 years old, and this was against the rules as he was only 14, and would not be able to pick up heavy loads, due to health and safety. ...read more.


Effective objective setting can help foster a spirit of greater cooperation as well as contribute to higher productivity and morale. Why do we use them? Objectives give direction to both job holders and the organisations performance and by the use of targets, indicate the amount of effort required. Using objectives have many benefits. For the job holder, they: * Clearly state what needs to be done, and by when. * Identifies priorities. * Give clear specific targets. * Involve the job holder in shaping the job and how to approach it. * Communicate in advance how performance will be measured. For the manager setting objectives means: * Organisational goals are translated into individual tasks. * Makes clear the role of the manager. * Provides a framework for monitoring and measuring performance. * Ensures job holders are focused on organisational goals. Understand what effective objectives are- An employees objectives should relate directly to the key areas of responsibilities for their job description. The key areas identify the most important skills and behaviours necessary for success. Effective objectives are: * Observable and measurable. * Specific. * Related to the most important job requirements. * Under the employees control. * Achievable given time and resources. * Limited in number. When writing specific objectives, always include the following components: * A specific action * A measurable result * A time frame for completion Every objective established must conform to the following rules and be SMARTA: Specific- Identify precisely what the objective is. Use verbs (increase, improve, design, implement, change etc.) Measurable- Describe precisely how attainment of the objective will be measured. (Monetary values, satisfaction indicies, turn around time) using what standards. Agreed- Both you and the person being appraised must agree all details of the objective being set. Realistic- The objective being set must be achievable but reasonably challenging. Time bounded- The objective must be reached by a specific date. ...read more.


Yes and no. if no, they can be motivated, for motivation is a skill which can and must be learnt. This is essential for any business to survive and succeed. Performance is considered to be a function of ability and motivation, thus, Job performance = (ability)(motivation) Ability on turn depends on education, experience and training and its Improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many options and a uninitiated manager may not even know where to start. As a guideline, there are broadly seven strategies for motivation:- * Positive reinforcement / high expectations * Effective discipline and punishment * Treating people fairly * Satisfying employee needs * Setting work related goals * Restructuring jobs * Base rewards on job performance These are the basic strategies though the mix in the final recipe will vary from workplace situation to situation. Essentially there is a gap between an individuals actual state and some desired state and the manager tries to reduce this gap. Motivation, is, in effect, a means to reduce and manipulate this gap. It is Inducing others in a specific way towards goals specifically stated by the motivator. Naturally, these goals as also the motivation system must conform to the corporate policy of the organisation. The motivational system must be tailored to the situation and to the organisation. In one of the most elaborate studies on employee motivation, involving 31,000 men and 13,000 woman, they sought to determine what their potential employees desire most from a job. This study was carried out during a 20 year period from 1945 to 1965, and was quite revealing. The ratings for the various factors differed only slightly between men and women, but both groups considered security as the highest rated factor. The next three factors were:- * Advancement * Type of work * Company- proud to work for Surprisingly, factors such as pay, benefits and working conditions were given a low rating by both groups. So after all, and contrary to common belief, money is not the prime motivator. ?? ?? ?? ?? ...read more.

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