Human Resource Management: Conflict In Workplace, Recruitment And Selection, Induction, Performance Feedback

1. Anger:  The anger should be taken into consideration immediately so that the situation can be managed in effective way.
2. Loss of trust: Conflict can arise due to loss in trust. Trust is very important in the workplace. If there are trust issues then it should be addressed immediately.
3. Lack of communication:  lack of Communication between the employees can also create conflicts in the organization.

• Give focus on the problem, not on people: The focus should be given on the problem not on the people so that it can be managed in effective manner.
• Be patient: Patience is very necessary to manage the conflict.
• Stay neutral:  Before try to resolve the issue be sure that the reason is examined in effective way of the conflict.

• Training cost: The cost that is incurred to train the employees.
• Advertising cost: The cost that is used to advertise the job openings.
• Consultant fee: The cost that is incurred to the consultant.
• Cash rewards given to the employees: The cost that is incurred on the employees as a reward.

• Ignore negative language: Make use of the language that creates a positive environment in the workplace.
• Distance yourself from the problem: To overcome the conflict it is important that start planning for vacation or reevaluate your position.
• Don’t be afraid of the conflict: The conflict is a part of nature. So to overcome it the conflicts should be faced a resolved immediately (Tansel and Gazîo?lu, 2014).

• By taking into considering the strategic planning:  Planning considers the company growth in future.
• The gap analysis should be conducted: The company current state and future strategic plan should be conducted.
• The budget analysis and also take into consideration the new employees in the market. It would enhance the level of satisfaction of the employees.
• To consider the current level and staffing: Information of employees and the payroll data can create goodwill of the company.

• It takes into consideration the activities and responsibilities which is important if comparison is made with other jobs. It finds out the detail of a particular job duties.
• The position description analysis indicates the work that should be taken into consideration by the position.
• It is conducted to evaluate the requirements of the position and the way the work should be done (Fayol, 2016).

• The role should be clear.
• The job position and the duties should be mentioned.
• Minimum qualification should be mentioned.
• The salary should be mentioned.

• Federal trade commission act
• Telemarketing and abuse prevention act
• Do not call implementation act
• Federal cigarette labeling and advertising act.
• Wool products labeling act.

• It helps to allow respondents to involve more information, feelings and understanding of the subject.
• It can be used as a secondary analysis by other researchers.
• It also involves the extra information such as age, gender.

The information is an essential part in this system (Beardwell and Thompson, 2014).

• Credential questions: These are the questions that are asked at the time of interview. Difficult questions are asked at the time of interview.
• Technical questions: These questions are mainly for the candidates who are from the technical background.
• Experienced based questions: The answers are given about the actions that are related with the past situation.
• Situational questions: The questions are specific that are asked to the candidate. It is related with what may happen on the job.
• Opinion based question: It is the question that is not answered authoritatively by taking into consideration the standardized sourced material.
• Behavioral descriptive interviewing questions: The similar questions are asked from the candidate. It has a chance with the entire candidate to take information about a specific job.

• Personality test: At the time of selection the personality test is conducted that analyze the stress tolerance, service orientation and the behavior that is related to work.
• Integrity test: This test assesses the attitude and experience of the candidate that is related with honesty, dependability and also with the social behavior.

• Why did you leave your job?
• What was the starting and ending salary that is offered by the previous company.
• What was your responsibility in the previous company?
• What was the position of the candidate in the previous company?

• If the job is offer to you today, then when you will join the company?
• What was your next step related with your career?
• What are the expectation levels of the salary?
• What do you think that the career will be developed with our company?

• The company can easily notify unsuccessful candidate by saying that the requirements are filled if we need more we will call you.
• Notifying by using letter or mail: The candidate who are not selected can be notified about the status through emails. The mails should be sent so that the candidate get information and cannot wait for the response.

• Job position
• Date of joining
• Salary
• Rules of the company

The task for which delegation is given will be based on the day to day operations of the business. It will enhance the level of motivation of the employees working in the organization. The authority is divided according to the qualification (Armstrong and Taylor, 2014).

• Legal requirements
• Payroll details
• Job role training
• Government requirements

• It is important so that the employees feel motivated and can achieve their goals and targets in effective way.
• Feedback is obtained by analyzing the performance and by seeing the targets that they achieved.
• It consists of supportive and closely related managers. The members that are new and taking active participation in their role.

It is very essential so that the employees who are working in the organization can easily access their performance and work accordingly so that the goals and objectives of the firm can be easily achieved in effective manner.

1. By giving praise and criticism on the employee performance.
2. It is based on observations and the issues that are focused.

The feedback which is positive or negative should be given as soon as possible so that the goals remain fresh in the minds of people.

If analyzed that the situation cannot take place calmly then the extra time should be taken.

The probationary period can be managed if the line manager conducts regular reviews with the employees so that the job requirements can be met in effective manner.

The employees who are probationary period should be motivated so that they can work in effective manner to achieve goals and objectives of the firm.

References

Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary approach. Pearson Education.

Fayol, H., 2016. General and industrial management. Ravenio Books.

Tansel, A. and Gazîo?lu, ?., 2014. Management-employee relations, firm size and job satisfaction. International journal of manpower, 35(8), pp.1260-1275.