Conflicts start to occur when employees mess up at certain stages of any procedure. For E.g. the performance of the employees could interrupt the system if the performance management team think that they are not performing.
Performance Management team would start to assume that they were not trained or developed properly and they would start acquisitions against the Training and Development team.
The training and development team would then go on to say that their training is perfect but the performance management team aren’t managing them well enough or they might accuse the recruitment and selection team for not selecting the right candidates.
Then the Recruitment and selection team may refuse to take any blame and start blaming all the other functions.
The Hr dept might get a few fingers pointed at them but they would swiftly shift the blame as well.
These conflicts would be essential to avoid and Next try to avoid these by investing heavily in each procedure in order for the system to work and find the perfect employee. By doing this they would prefer to get it right first time rather than waste time later on and this would also avoid any sort of conflict.
It is essential that Next avoid any sort of Conflict, however this is not that easy, because if one resources team may not be doing their job properly then it is virtually impossible to avoid.
When conflicts arise, the first line of communication for staff on job-related matters is your supervisor. Discussions with your supervisor usually can solve problems that may develop and often leads to a better working relationship. Below are some tips that may be helpful in resolving employee and/or work related problems:
- Talk about your interests: What do you really care about?
- What you need to have happen?
- Develop goals and objectives.
- How would you like things to be?
- Generate ideas/options for satisfying interests or achieving the desired outcome
- Discuss, evaluate various options, negotiate, and decide
- Make sure there is a clear plan for implementation-and then, implement.
- Review and evaluate how things are going
A3
- An evaluation of the the potential conflicts between different Human Resources Management activities within the business:
Resolve Conflicts at Work:
Conflicts at work can be stressful and counterproductive for everyone involved. Any HR Function would normally confront the other team and resolve the situation rather than it cause the business’s atmosphere any harm.
- It is vital to confront the other team who is bothering you. It is usually better to air grievances in the open than to let them fester.
- Speak to the other team calmly, politely and rationally. Focus on the situation and facts, avoiding gossip and personal attacks.
- Be careful not to express hostility in your posture, facial expression or tone. Be assertive without being aggressive.
- Listen what the other Functions team carefully: What are they trying to say? Be sure that you understand their position.
- Express interest in the other teams statements. It can acknowledge their ideas without necessarily agreeing or submitting. Saying, "We understand that you feel this way. Here's how we feel," provides the needed acknowledgment.
- Communicate clearly what it is that you want, offering positive suggestions and recommendations.
- Speak to your Managers or shareholders if a problem with arises and seriously threatens your work - but avoid whining.
