Areas of conflict between human resource functions.

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Areas of conflict between human resource functions

In this section I have been asked to identify possible areas of conflict between human resource functions in the organisation of Kimberly-Clark.  In this section I will also identify and analyses the relationship between the training and development department with the performance management department within Kimberly-Clark.  I have to explain how these two functions may be influenced by different motivational theories.

 Firstly I am going to identify the possible areas of conflict between the human resource functions within Kimberly-Clark

There are four human resource functions within Kimberly-Clark.  These are:

  • Human resource planning
  • Recruitment and selection
  • Training and development
  • Performance management

These four above all make up the human resource management but they are all split up to ensure the best possible job is done and so that the company runs smoothly.  In Kimberly-Clark all these functions have to work together to ensure the company runs smoothly and if one dose not it causes problems for the other three functions.

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If human resource planning does not look for the right employees with the right qualifications and tell the recruitment and selection department that there is a large external labour market then recruitment and selection will be able to recruit the right employees.

This then affects the training and development department because if the recruitment and selection team does not employ the right people then the new employees would find it difficult to adapt and develop the right skills.  It would also be harder and longer for the training and development team to train these people ...

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