Role of Human Resource Management in Conflict Resolution and Barrier Elimination

Running head: Human resource management
Human resource management

Human resource management
The main purpose of this paper is to explain the role of human resource management in
order to resolve conflict and barriers in the marketplace. In this way, the company has been able
to grow its business and beat the competitors in the international market. Conflict management is
the practice of HRM which is being performed by HRM to identify and handle issues fairly and
efficiently (Roche et al, 2014). Quarrel is the major part of the workplace. Human resource
management is an important function of the company which mainly monitors on the recruitment
and selection activities of the firm. It is considered the backbone of each and every company. No
firm can survive its business without sustainable human resource management. HRM is an
effective and predetermined approach to manage the people at the workplace. An efficient and
sustainable human resource management enables the employees of the firm in order to contribute
effectively and efficiently towards the overall attainment of goals and objectives of the company.
Various function such as recruitment, selection, training, development, compensation, rewards
and remuneration are performed by HRM. HRM increases efficiency and productivity with
developing loyalty, trust and confidence among the employees.
A human resource management team helps to explore and expand a business by making
unique and effective strategies at the workplace. In addition, managerial, operative and advisory
functions are performed by HRM team which could help to grow the business activities globally
(Marchington et al, 2016). They motivate the workers for performing tasks and duties in an
effective and efficient manner. HR professionals also make strategies for increasing and
enhancing employee commitment and loyalty in the organization. Furthermore, the firm
develops and enhances capacity, potential and skills of the employees to overcome the
competitors. HRM plays a vital role to minimize obstacles and challenges in the organization.
Dealing with workplace conflict is one of the biggest tasks for the worker HRM. (Bratton and
Gold, 2017).
There are various issues raised at the workplace due to inadequate human resource
management. Conflict is common in the workplace. Conflict is a disagreement at any workplace
which disrupts the profits and workflow of the company (Van der Vliert, 2013). It is a situation
in which the employees feel lonely and they get frustration. Conflict and issues also affect the
productivity and performance of the workers as well as organization. The modern workplace can
lead significant issues and conflicts related to the change management because employees avoid
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Human resource management
conflicts and they do not accept the changes in the firm. Due to conflicts, the employees feel
alone and they decide to leave the firm (Beehr, 2014). It creates tensions, frustration and stress
among the workers. Language differences and personality styles often create wide range of
barriers and issues at the workplace. Ego and personality characteristics widely affect the issues
and conflict. The obstacles and issues occur due to cross culture because employees come from
different countries to conduct business effectively and successfully. Thus, they are unable to
understand the culture of different countries carefully. It may increase clashes and quarrels
among the employees at the workplace. If the perception is different at the workplace among the
employees then it creates and builds obstacles and barriers in the organization which may affect
the goodwill and financial position of the company. Miscommunication can also lead to conflicts
which can have direct impact on the long term profitability of the company (Turner, 2014).
The issues and conflicts occur due to unfair benefits at the workplace. Along with this,
there are enormous ways through which conflicts arise such as noncooperation, bullying, insults
and anger. It creates misunderstanding and personality clashes among the workers. In addition,
there are enormous organizational sources of issues and conflicts in the firm. The labor and
managers tensions are heightened by power differences. There are various differences in
supervisory styles between departments which can be a cause of issue. Conflicts also increase
absenteeism, work disruptions and it also decreases the productivity of the firm. In addition,
external factors can increase hurdles at the workplace (Griffin, 2013).Apart from this, barriers
arise between suppliers and clients due to delivery of goods. HRM makes several effective and
dynamic policies and strategies to reduce these conflicts and issues. The human resource
management practices which could help to eliminate the conflict and issues have been detailed
below.
Underline consistency and clarity in procedures and policies: The Company needs to clear
all the policies, strategies and approaches with employees to resolve the issues and hurdles
effectively. Along with this, managers intimate workers while making changes in the policies
and approaches. In addition, they implement the policies and strategies in a fair and hassle free
manner.
Ensure accountability for conflict resolution: The employees accountable for resolving and
handling conflicts and issues. In addition, they also focus on the causes of conflicts and barriers.
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