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The Potential for Conflict in Tesco's Human Resource Management

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Introduction

The Potential for Conflict in Tesco's Human Resource Management Unfortunately, it was forbidden by Tesco to give me particular information about the potential for conflict in its human resource management. This is because; other competitors may be able to use such details to withstand a greater chance of attracting more customers in the same market. However, in any large organisation conflict is inevitable. Basically, the resources that can be devoted to this area are limited and everyone wants a large share of them. The following shows the main areas for conflict: Human Resources may conflict with other functional areas, such as administration, marketing, finance, sales, Training and development, recruitment and Selection, and research. Marketing may demand more employees that have better qualifications and skills, they may need staff with specialist skills and expertise; therefore further training may be needed, or high wages that human resources may not be happy to pay. This will relate to Tesco's training and development as they will provide the training that is needed. Human resources may want to give their staff additional training to improve performance, morale, or even to promote within Tesco, but this will cost money and time. ...read more.

Middle

The staff union and the finance department may also have conflict. Finance may suggest that some staff may have to be dismissed due to Tesco losing too much money through staff wages. The staff union may disagree as well as the Human Resources department. Human Resources will feel that in the future Tesco will have to recruit again due to the profit argon increasing, repeating the recruitment process and this may result in losing more money. Unions will be unhappy due to fellow employees being dismissed, and may de-motivate staff and lower work output. The finance department- the finance department may demand more workers, recruitment and selection will have the task of finding these workers, this will be costly. The finance department could also decide that their staff may need additional training this will cost time, and replacement workers to fulfil their job roles, and money form the training and development department. Human resources may not want to fund the training or supply extra workers, as they may feel that it is not needed as the staff have high performance rates. Departmental rivalry - The managers of Tesco's human resource department have the extremely difficult job of deciding which areas of the business gets the benefits of staff training and development. ...read more.

Conclusion

This can cause managers to argue whether the employees of the business should be given more responsibility or whether they should be told what to do, how to do it and to do it in a certain amount of time. Appraisal - This is the most common cause of conflict in any large or medium sized business including that of Tesco. Employees sometimes wish to be left alone to get on with their job instead of being told how good they are at doing it (they may feel like they have someone behind their shoulder keeping an eye on them all the time). Therefore such employees will be against the idea of an appraisal system in the organisation. There is always the potential for conflict in Tesco whether an appraisal system is in use at the company. Employees may feel that they are working much harder than what the manger(s) recognises and may feel like they deserve more appraisal causing disputes and disagreements. Also other kinds of disputes may tend towards that of favouritism or victimisation. Staff workers of Tesco could be jealous of those who may look to be favoured by the employer(s) and could feel victimised due to a lack of attention. ...read more.

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