Key Conflict Resolution Practices for HR Professionals

Running head: PROFESSIONAL HRM
Professional HRM

PROFESSIONAL HRM 2
Table of Contents
Introduction.................................................................................................................................................3
Key conflict resolution practices HR professionals need to understand......................................................3
Conclusion.................................................................................................................................................11
References.................................................................................................................................................12

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Introduction
An employee’s conflict could be inevitable, however, should never be avoided. Over time, petty
grievances can move to long-standing antagonisms that influence overall morale and satisfy the
customers. HR managers should be conscious regarding signs of conflict and identify them
promptly, bringing employees together to evaluate, resolve and areas of divergence. This report
discusses the key conflict resolution practices that HR professionals need to comprehend.
Key conflict resolution practices HR professionals need to understand
Listening
The key to resolving conflict in the workplace is the competency to listen. Each side should have
the strategy to illustrate its role in the conflict and then listen to others who are involved in the
conflict. The company can assess whether the breakdown in communication created because of
listening to all edges in the conflict. It should also assess where the breakdown created as, it is
key to resolve the issues from the workplace (Rahim, 2017).
Teamwork
The company needs to motivate their staffs to pull together despite the conflict. It could be
beneficial to improve the workplace. Furthermore, it should initiate team-building practices to
support the structure of the team and aids the employees to comprehend about the benefits of
working in a team atmosphere. This type of strong teamwork aspect will motivate the staff to
resolve the conflict (McKenzie, 2015).
Self-Awareness
Each person, whether he is right or wrong, is accountable when conflicts created. The company
should lead each individual to understand their role and what they could have performed
diversely to generate better results, specifically while the conflict influences the employees as a

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whole. This type of self-awareness also supports each person to perform in the future while
dealing with organizational conflict (Helms, and Oliver, 2015).
Grievance process
Informal discussion
When the grievance is comparatively minor, and the employer should have a discussion with the
workforces to resolve the conflicts is known as informal discussion. In different cases, a
significant word is required for preventing the issue through escalating. A manager should
maintain a paper way for all phases of the grievance process such as an informal resolution that it
has not been adequately resolved. An HR manager should deal with the complaint as per the
formal grievance process and ask the workforces to put his or her complaint in writing form
(Yen, et. al., 2017). All managers should have written complaint process in place and HR should
make sure that the line supervisor has an understanding about this process.
Preliminary investigation
After getting the grievance, a manager should perform the research as soon as possible. In
several cases, it would be comparatively easy fact finding practices. When the grievance entails
other members of employees then, they should be provided an opportunity to offer their own
evidence. The discovery procedure relies on the particular condition of the case. Eventually, the
purpose of this research is to develop the full facts of grievance earlier any decision is made
(Lewis, et. al., 2018).
Full internal investigation
After conducting the investigation, the HR manager should investigate the staff members. In this
way, the HR manager will organize a meeting with complaining workforces. In such a meeting,
employees would discuss their complaint objectively in order to keep the emotions in check and