Human Resources Management
Human Resources Management
First of all, you want to try to prevent any conflict before it ever begins. Clear job descriptions, so everyone is aware of their own tasks, will definitely help. Holding training sessions for your employees – as well as yourself – about how to avoid or deal with conflict would also be a good idea. And, make sure you keep the lines of communication open between you and your staff. They should know that they can come to talk to you about a problem without any fear of repercussion.
While that is a first step, like I already said, conflict is almost always unavoidable. And, while it might inevitably pop up, it does not need to inevitable become a make or break issue. Instead, if you can learn how to resolve it to all parties’ satisfaction, it could actually become a productive and team building experience.
So, the first step to resolving conflict and successful human resource management is to identify the problem. In a non-confrontational way, make sure that that everyone who is involved in the issue – whether they know it or not – are made aware of what is going on. Like they say, admitting there is a problem is the first step to recovery. If some people are denying there is anything going on, then that is your first sign that there really is a problem that needs dealing with.
Once everyone involved has been made aware of the problem, have an open and safe discussion about what each of their views are towards it. Let your staff know that they can say whatever they want without fear of penalty. And, make sure each and every person has had their chance to speak and be heard.
Once the issue has been clarified, it’s time to come to a resolution. In an ideal world, ask each of your staff members what would be their desired outcome. Then, try to come to some sort of compromise that is realistic yet effective. Identify common long term goals that everyone can work towards. Also, establish a contingency plan. If this compromise does not work, what will be the fallout?
Human resources management is a challenging task, but also one of the most rewarding within a company. In this role, you are not only responsible for seeing the company move forward, but also the individuals behind it, and often times that is where the real reward is.
Human Resources Management - To learn more about this author, visit Alfred Grad's Website.
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One of the most challenging aspects of human resources management for any small business owner is dealing with workplace conflict. You might think that because your company is precisely a small one, and potentially very close knit, that you will be exempt from having to deal with conflict. But, I can almost guarantee you that at one point or another down the road, you are going to either witness or experience yourself disagreements with others in your own small community. So why not prepare yourself now and learn how to prevent those disagreements from becoming full-out feuds.
First of all, you want to try to prevent any conflict before it ever begins. Clear job descriptions, so everyone is aware of their own tasks, will definitely help. Holding training sessions for your employees – as well as yourself – about how to avoid or deal with conflict would also be a good idea. And, make sure you keep the lines of communication open between you and your staff. They should know that they can come to talk to you about a problem without any fear of repercussion.
While that is a first step, like I already said, conflict is almost always unavoidable. And, while it might inevitably pop up, it does not need to inevitable become a make or break issue. Instead, if you can learn how to resolve it to all parties’ satisfaction, it could actually become a productive and team building experience.
So, the first step to resolving conflict and successful human resource management is to identify the problem. In a non-confrontational way, make sure that that everyone who is involved in the issue – whether they know it or not – are made aware of what is going on. Like they say, admitting there is a problem is the first step to recovery. If some people are denying there is anything going on, then that is your first sign that there really is a problem that needs dealing with.
Once everyone involved has been made aware of the problem, have an open and safe discussion about what each of their views are towards it. Let your staff know that they can say whatever they want without fear of penalty. And, make sure each and every person has had their chance to speak and be heard.
Once the issue has been clarified, it’s time to come to a resolution. In an ideal world, ask each of your staff members what would be their desired outcome. Then, try to come to some sort of compromise that is realistic yet effective. Identify common long term goals that everyone can work towards. Also, establish a contingency plan. If this compromise does not work, what will be the fallout?
Human resources management is a challenging task, but also one of the most rewarding within a company. In this role, you are not only responsible for seeing the company move forward, but also the individuals behind it, and often times that is where the real reward is.
Human Resources Management - To learn more about this author, visit Alfred Grad's Website.
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John PowerJohn Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. See: www.biltmorefranchise.com You may contact Mr. Power at: jpower@biltmorefranchise.co - Visit John Power's Website |
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David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
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Dave KurlanDave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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Jeff FosterWebBizIdeas.com is a Minneapolis website design company founded to help people start an internet business by providing them with website, business, and internet resources that help foster the growth of successful online businesses and develop innovative Internet business ideas. We specialize in internet consulting & internet marketing. - Visit Jeff Foster's Website |
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George LudwigGeorge Ludwig is a recognized authority on sales strategy and peak performance psychology. An international speaker, trainer, and corporate consultant, he helps clients like Johnson & Johnson, Abbott Laboratories, Northwestern Mutual, CIGNA, and numerous others improve sales force effectiveness and performance. Though it's George's strategies and processes that help corporations increase productivity and performance, it's his tremendous energy and dynamism that spark the transformation. Again and again, clients remark on his amazing ability to unleash human capacity and inspire men and women to break out of their comfort zones. The result is a whole new type of salesperson. His customized presentations teach achievers to make stunning advances in their lives. From helping salespeople realize cherished dreams to helping corporations exponentially accelerate revenue streams, George Ludwig leaves audiences and individuals empowered, emboldened, and clamoring for more. George is the best-selling author of Power Selling: Seven Strategies for Cracking the Sales Code and Wise Moves: 60 Quick Tips to Improve Your Position in Life & Business. - Visit George Ludwig's Website |
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Staging DivaDebra Gould, aka The Staging Diva®, is President of Six Elements Inc., an internationally recognized home staging company. Inspired by many requests from aspiring home stagers wanting to start similar businesses, Gould created the Staging Diva Home Staging Business Training Program. Gould has trained over 1000 Staging Diva Graduates worldwide to start staging businesses. Buying decorating and selling six of her own homes in four years lead to an interest in real estate staging which she turned into a career with the launch of sixelements.com in 2002. Since then she has staged hundreds of homes in addition to teaching home staging training. Gould is the author of several home staging resources including a series of popular ebooks made up of a Design Guide, Color Guide and Portfolio Guide. For more information about Debra Gould visit stagingdiva.com. - Visit Staging Diva's Website |
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Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
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