Almost every organization with more than 200 employees has at least one significant conflicting HRM practice, which undermines the total performance of the organization at least marginallyexamples abound. Discuss one or more conflicting practices you have experienced and recommend one or more alternative HRM practices that could appropriately minimize, or even eliminate, the conflict. Explain in detail.
Response one Kelley,
One of the biggest challenges larger organizations faces is having enough time to address every issue brought to the table. They are not always able to escalate or prioritize things that may need more attention than others because they have invested so much time, effort, and money into another issue. Then the issue gets pushed to the side and not acknowledged or addressed until something bad tends to happen. Issues are preventable usually, if the organization is proactive, rather than reactive.
Sometimes, there are too many people to simply handle, without enough managers to help with handling those employees. It also can be the other way around, too many managers and not enough employees to handle the workload. As many of you have probably heard too many chiefs and not enough Indians. Its a popular saying that identifies an organization that has too many people in charge, and not enough people to handle the orders being distributed. This leads to an overall poor performance for the company and can ruin a companys reputation. This leads to employee burnout, because the few employees that an organization does have, are being used to do multiple jobs. Worker burnout is a serious concern in human service organizations (Lee, Esaki, Kim, Greene, Kirkland & Mitchell-Herzfeld, 2013).
Meeting regularly with the HRM, the managers and gathering feedback from employees can help eliminate these types of issues. Employees should not feel like they are being ignored or brushed off.
References:
Lee, E., Esaki, N., Kim, J., Greene, R., Kirkland, K. & Mitchell-Herzfeld, S. (2013). Organizational climate and burnout among home visitors: Testing mediating effects of empowerment. Children and Youth Services Review, 35, 594-602.
Response 2. Taynara
Human Resource Management has a great impact on organization and how business is conducted. HRM can bring in revenue, help with employee retention, and establish that all labor laws are being followed. Those are all factors that will help the company with their production, growth, and expansion of the organization. HRM has the main responsibility of overseeing compensation, staffing, recruiting and benefits.
It is very common for there to be conflict in the workplace, therefore, HRM must have the tools for a proper resolution strategy. When it comes to past employers one of the biggest HR conflicts that I have witnessed is issues between employees and how they communicate with each other when under stress. Communication as we know is very important, and there needs to be structure and protocol set up when employees communicate with each other. Team building activity is one of the greatest ways that employees can learn how to communicate with each other, when working wish the same people conflicts are meant to happen, but it is the reaction that will make a difference. It is important to never ignore the conflict at hand, HRM should always be available to mediate the situation (Ceplenski, C. (2013).
Ceplenski, C. (2013, October 10). 5 conflict resolution practices for HR. HR Daily Advisor. Retrieved April 13, 2022, from https://hrdailyadvisor.blr.com/2013/09/09/5-conflict-resolution-practices-for-hr/
