Human Resource Management's Role in Resolving Conflict and Barriers

This essay examines the critical role of Human Resource Management (HRM) in resolving conflicts and overcoming barriers within the marketplace. It highlights how effective HRM practices, such as clear policies, accountability, and proactive conflict management, can mitigate issues arising from workplace disagreements, cultural differences, and miscommunication. The paper emphasizes the importance of HRM in fostering a positive work environment through strategies like open communication, mediation, and teamwork. Furthermore, it discusses how HRM contributes to employee satisfaction and retention by addressing concerns related to compensation, safety, and professional development. The essay concludes that a sustainable HRM approach is essential for minimizing risks, maximizing profits, and achieving organizational goals.

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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Human resource management
The managers and leaders do not have to look after about every issue, as the employee should
involve in conflict resolution process.
Do not ignore the conflict and issue: It is important to not ignore and avoid the dealing with
conflicts and issues when it express to violence. It will help to reduce and resolve the issues and
hurdles at the workplace.
Seek to understand: The HR managers and employees need to find and understand what is
going on at the root of issue. Effective resolution is done by HRM to cope with conflict and
quarrel.
Recognize different circumstances: Different approaches, policies and circumstances can make
a large difference. Thus, the HRM analyze and measure these differences to gain competitive
advantages at the marketplace.
Apart from this, the workers consider the following to handle conflicts and barriers.
 HRM team makes certain strategies, policies and they communicate clearly to deal with
conflict at the workplace. It will also help to make a good and favorable working
environment in the organization.
 In addition, unique and open communication is maintained by HRM team in order to
decline the hurdles and obstacles within the organization. Along with this, proper
feedback is taken by HR professionals in order to monitor actions and performance.
 Meditation also helps to resolve and handle the workplace conflicts and issues (Moore,
2014).
 HRM team also tries to understand and identify the situation where is conflict raised. In
this way, they try to settle the issues and obstacles in the organization. In addition, HRM
professionals avoid intimidation and coercion.
 The human resource management establishes and sets some guidelines to direct and assist
business activities and operations successfully. It will help to eliminate and settle
obstacles and issues within the organization (Anderson, 2016).
 In addition, HRM team analyzes and investigates the cause of hurdles and conflicts which
may rise in the marketplace.
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Human resource management
 HRM initiate an informal conflict management system in an effective and open manner
to settle the issues at the workplace. In this way, the employee and employer can be
facilitated by employee relations.
 HRM promotes and enhances teamwork to handle the hurdles effectively; teamwork is an
effective source to settle the issues fairly. Along with this, HRM encourage people for
doing work effectively and efficiently, it will also help to make a favorable culture in the
workplace (Kim and Bae, 2017).
 Unique and effective strategies related to the remuneration, compensation and rewards
are made by human resource management to attract and retain more candidates in the
marketplace. By using this strategy, HRM can reduce issues related to the workplace.
Moreover, they make reciprocal relationship with employees to understand and know
their personal problems and issues (Cahn and Abigail, 2014).
 Workplace safety is the major concern for each and every firm. Thus, HRM analyze and
check working environment and safety of the workers in the workplace. It will help to
minimize the hurdles within the organization.
 Training and development coaching programs and campaigns are held in the organization
to cope with the conflict and obstacles. Training and development is an effective tool to
provide knowledge and experience to the workers. Additionally, performance
measurement is done by HRM to analyze and check the performance and productivity of
the employees (Connor and Pokora, 2012).
 Create consequences is one of the dynamic way to discourage conflict the workplace. The
employees who create issues and conflicts, HRM understand that those actions and
activities would be punished. Work with legal team and human resource department can
eliminate the barriers in the marketplace. Furthermore, human resource management
understands choices, wants and requirements of each and every employee to inspire them
for maximizing the revenue and outcomes of the firm. In this way, HRM helps to attain
desired goals and objectives with minimizing the conflict in the firm
Sometimes, HRM is unable to make good relationship with workers it also create various
hurdles at the workplace. HRM is failed to make effective strategies, plans and policies due to
lack of skills and knowledge. As a result, it affects the position of the company in the
marketplace. On the above discussion, it has been concluded that every company should
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maintain sustainable human resource management to minimize risks and conflicts and maximize
profits of the company.
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Human resource management
References
Anderson, D.L., 2016. Organization development: The process of leading organizational
change. Sage Publications.
Beehr, T.A., 2014. Psychological stress in the workplace (psychology revivals). Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cahn, D.D. and Abigail, R.A., 2014. Managing conflict through communication. Pearson.
Connor, M. and Pokora, J., 2012. Coaching and mentoring at work: Developing effective
practice: Developing effective practice (2nd edition). McGraw-Hill Education (UK).
Griffin, R.W., 2013. Fundamentals of management (7th edition). Cengage Learning.
Kim, D.O. and Bae, J., 2017. Employment relations and HRM in South Korea. Taylor & Francis.
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management at work (6th edition). Kogan Page Publishers.
Moore, C.W., 2014. The mediation process: Practical strategies for resolving conflict. John
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Roche, W.K., Teague, P. and Colvin, A.J. eds., 2014. The Oxford handbook of conflict
management in organizations. Oxford University Press.
Turner, M.E., 2014. Groups at work: Theory and research. Psychology Press.
Van der Vliert, E., 2013. Complex interpersonal conflict behaviour: Theoretical frontiers.
Psychology Press.
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