The HR management should build work improvement teams.should introduce work performance plan and set the rules and redulations of a company and follow it up redulally

team building is important to keep the harmonious relationship within the organization.

The latter of the slide is essential to a proactive organization and HR, because one bad employee can change the whole program and effective the organization. Wondering if any HR has an a conflict resolution staff member

The conflict bound to occur but the good HR manager must listen to the employees needs to avoid the conflict .

Management and employees conflict are the situation where there is no mutual understanding between both parties in an organization which leads to the following below • picketing of workplaces • stop work meetings • strikes by employees • lock-outs by management • bans on commencement of work sites and boycotts on continued work • 'go slow' and 'work to rules' conditions imposed by employees etcs. This can be avoided when proper measures are taken and put in place by the HR Manager of the organization . such measures are as follows: communicate to all employees the changes taking place in the workplace as well as management level. • Understanding the employee needs and listen to what they are saying. thus must be a listener. • To develop a harmonious atmosphere and culture between employees and management • The HR Manager is to establish committees with representatives from management and employees to discuss local issues and finding solutions to it. . The HR Manager is to develop more team strategies within the workplace to enhance productivity. • The HR Manager must always educate employees about the goals and objectives of the organization which they are in. Further more,the HR Manager must motivate and maintain enthusiasm amongst employees and also advice management to appreciate the performance of employees.

A good HR Manager should be neutral when employees are agitating for fair treatment in an organization. True or False?

I think the most important factor that the HRM should take into account is to show that she/he cares about the employees. if they get this feeling that the HRM listens to their needs and doesn't want to take advantage of the workers, it will lead the whole team to a higher level and the company will get closer to their objectives.

Under normal circumstances, the HR Manager has to stand as an arbiter between the employee and management/employer. But since we are dealing with humans, and the also the effects of asymmetry of information which brings about mistrust...there is usually a personnel representative in big companies who represents the employees and who is not a member of the HR. There is one thing we have to note here: The HR manager is also an employee. Other employees rarely see him like that. They take him for an agent of the employer, meanwhile he is also an employee. So to settle conflicts, at times an employee representative is elected (not appointed by management) by employees to represent them because the HR manager cannot play a representative role (must be neutral). At the level of the employer, he can look at the HR manager as a representing the interest of his colleagues (the other employees). So being an HR manager is not just assessing performance and recognising ans remunerating but should also be able to be a pacifier.

It will be blessing when both contains significant CSR.

It is avery interesting part to handle in real life situations. Tips give are very useful. Archana Bhatnagar