Conflict Management Business Maniya

Learning is a vital route to effective work and organizational performance. “Training and development” is the usual phrase for the learning process in the organization. They are of critical importance to organizations because they provide skills needed both now and in the future. The explosion of technology, increasing shortage of skills and labour, pressure from the competition, the drive for quality and changing management styles, have all increased importance of providing training and development opportunities to employees . These developments have contributed to the establishment of training and development practices as a profession and as a continuing and necessary part of the HRM process.
There are different views regarding training and development. Traditional, the training function was regarded as distinct from the development function. Whereas lower-level employees were “trained”, higher- level employees were “development”. In fact, traditionally, training was not recognized as a means of identifying and solving problems related to the initiation of changes in work methods, and of taking responsibility for quality. It had a more immediate concern and was associated with improving the knowledge and skill of non-managerial employees in their jobs. Development, on the other hand, was seen as an activity normally associated with managers with the future firmly in mind.

Training is a useful HR tool for improving the skills of employees and enhancing their capacity to cope with the ever-changing demands of the work situation. This is the best way to empower employees with enough skill and knowledge to perform jobs. This also means that, with the proper designing of training programmers, performance deficiencies of the employees will be reduced by making them able to perform as per the standard of performance. Thus, there is a need for designing and conducting training programmers to fill such performance gaps. The major issues in designing and conducting training programmed include:

1. The need for understanding corporate policies: Training is the essential contributor to organizational objectives. If HR experts do not understand the organizational mission properly, it is difficult to get benefits from the training programmed. Any mismatch between corporate objectives and training design may cause a waste of time and other resources on the part of organization.
2. The need for job need analysis: It is a challenge to accumulate information on jobs. Many organizations do not have a system of job analysis. In such a case it is difficult to design appropriate training programmers required by the jobs. Thus, it is imperative to undertake job analysis to prepare job description and specification so that the collected information is analyzed to develop training package scientifically, purely based on job requirement factors.
3. The need for person needs analysis: One cannot overlook the training need of a person in designing a training programme. This is directly related to the ability to perform on the job. Many training programmes fail to assess the type of training programme that is required for different levels of employees and the appropriate skills that need to be developed by organizing training programmes.
4. The need for support of top management: In fact, effective training programme must be the priority of the top management. Some organizations regard training as a cost matter. However, when an organization is in the modern manufacturing or service sector and when it needs to adapt in the changing competitive and technical circumstances, top management has to be convinced of the importance of providing.

There has been increasing competition in the market to provide quality and low cost products and services. The capacity of a firm to compete in the market is largely determined by the proper planning for the deployment of qualified manpower. HR departments in organizations have to make such plans to ensure the availability of quality manpower in time and to support the company management to minimize operational costs and to gain a competitive advantage in the market. Many organizations pay less attention to the proper planning and utilization of human resources. So, they are facing critical problems relating to future requirement of quality manpower.

Human resource planning is the process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives. It ensures that the organization has the right number of employees in the right place at the right time so that critical HR planning problems can be solved as and when they occur. The HR department engages in determining the right number of manpower needed. The number of manpower in demand and supply is derived from environmental and operational analysis.

This is a ‘hard’ HRM approach which makes sure that the organization has the right number of employees in the right place at the right time to achieve corporate strategy. It is called ‘hard’ approach because, using this approach, HR planning applies many qualitative and quantitative techniques to forecast the demand and supply of manpower to fulfills strategic needs of the organization. There are clear ways and agreed methods and techniques of working out HR planning. According to this approach HR planning comprises:

• Understanding business strategy
• Analysis of current human resources to fit with the current business strategy
• Estimation of manpower demand
• Estimation of manpower supply
• Ensuring number of employees in the right place at the right place at the right time so as to achieve strategic objectives of the organization.

In this business age, all the organization has interest towards its human resource to increase competitive power of employees. Organization has certain goal. To achieve goal, organization should utilized all the physical resources very well. This work is only possible by human resource. And the managers are starting to give their attention towards human resource. Managers are starting to be worry about how, doing what the human resources can be ruled to produce more products and how the competitive cost-benefit can be obtained.

In this way,there is increasing interest on the respect of human resource management. The main causes in increasing interest towards human resource management are as follows:

1. Size of Organization: Recently there is established many organization as a joint stock company. Many workers work in large organization. And controlling and managing them has become more challenging and difficult. In this case, to motivate them to work well, it is increasing the interest of managers towards employees.

2. Diversity in workforce: Diversity is got in the religion, culture and tradition of the employees from different geographical place. All the employees from different gender, education, experience and hobby work in an organization. And controlling and motivating them in systematic way is very difficult and challenging. In this situation, rising interest towards the employees is normal.

3. Competition: As a result of rapid development of industries and business, competition has increased in organizations. In this case, they should reduce cost by maximum utilization of limit resources. And quality of goods also should be increased. For this, human resource should be managed effectively. In this way, to get success in competitive environment managers should give attention to the human resources.

4. Technological Development: Employee unrest due to technological change in organization should be managed very well. This work is very difficult and challenging. So that, the managers give interest towards human resources.

5. Globalization: Today, propensity of globalization is increasing. Large companies are opening their branches in different countries. The top managers have to control the employees of branches by sitting in head office. And they have to manage the human resources without affecting the related countries' religious and cultural believe. In this case they should give their attention towards human resources.

There are other many factors that pull the attention of the mangers towards the human resources; Goal Achievement, Skilled and Motivated Employees, Organizational effectiveness, Avoid Mistake and Weakness, Human Assets Accounting, Job Satisfaction etc. All these aspects also press the managers to give attention towards human resources.

In the present condition, competition between organizations have increased. It is getting large the form of organization slowly-slowly. In this situation, it is very difficult and challenging to manage effectively the human resources. The changing environment has made more challenging. The main challenges of Human Resource Management are as follows:

1. Globalization: Globalization has increased in the sectors of industry and business. Business has crossed the boarder of politics. Successful industries have made the world their own. Like this, large industries attract manpower from different sectors of world. They provide employment to the local people by opening new branches in other countries also. And, there remain employees with different cultures, concepts and hobbies, and managing them becomes challenging. In this case organizations should produce large numbers of products keeping minimum profit. For this human resources should be utilized perfectly, which have made the human resources challenging.

2. Technological Changes: There is rapid change in information and technology. There is new-new working technology. In this situation organizations have to change it technology. New technology creates unemployment. And in other hand, there comes scarcity of skilled manpower. Like this, technological change brings difficulties and challenges in organization.

c) Diversity in Work Force:
Today, it has come diversity to in the employees working in the organization. Women are also participating in the organization. Foreign peoples are also getting job in the organization. That's why, it is coming diversity in manpower. Manging employees with different cast, religion, tradition, hobbies is challenging and it creates diffuculties.

d) Quality of Work Forces:
It has come diversity in the quality of workers. In other hand, general and unskilled manpower are increasing. But it is shortage of skilled and experience manpower. In this situation, it is very difficult to manage human resource.

e) Change Management:
With the changing environment, there should be change, improvement and modification in the activities of organization. Taking organization ahead together changing environment is change management. And change management in organization is very difficult and challenging.

f) Legal Environment: With the development of education sector, all level of manpower are being conscious. They are well known about their rights. It is very much challenging to behave equally to the human resource growing in republic environment.

In this way there are other many challenges of human resource management. Some of them are Change in the Nature of Work, Large organization, contingent work force etc.