Conflict Management Business Maniya

HRM roles are determined on the basis HR-related challenges that come from changes in external environmental forces. HRM role also influenced by the internal decisions of a company which changing its policy, strategy, structure, communication pattern etc. therefore, a company’s HR role is largely shaped by the changes in external and external environment forces.

In chapter 2, it has already been described in detail that the roles and responsibilities of HRM are gradually transforming from record keeping and procedural practices to contributing in strategy and policy marking to be competitive in the market by means of maximum utilization of people in organizations. In Anglo- American HR literature the role of HRM is taken as more action, individual, and future- oriented25. The literature highlighted that the new HR roles becoming more strategic influencing organizational bottom-line performance, such as productivity, motivation, commitment, return on investment, and so on. Its role can be extended to the extent that it can deliver rather than what it dose in the organization. In order to know the changing roles of HRM in Nepalese organizations it is imperative to understand major HR related issues, HR challenges and the roles required to meet these challenges. In the forthcoming paragraphs these dimensions are briefly examined.

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.

The main objective of Human Resource Management is maximum utilization of physical resources available in organization. Specially, objectives of the organization is related with the objective of Human Resource Management. It's another main objective is to utilize and run the resources available in organization smoothly to achieve organizational goals. Its objective can be showed in following manner.

1. Organizational Goal:
Organizations have many goals and objectives. These objectives may be related to profit, related to service and may be related to expansion and development. To achieve all these objectives of organization, there should be maximum practice of utilization of human resources. This is the main objective of human resource management.

2. Social Goal:
Only earning profit is not the objective of organization. It has more responsibility to society and country. Its social responsibility is providing quality goods in minimum rate, providing employment, controlling pollution, employee welfare related activities. All these activities should be done by organization.

3. Functional Goal:
Different activities are done in organization to obtain predetermined goal. The next important work of human resource management is to operate all these activities in systematic way. In this objective, acquisition of good manpower, develop, motivation and maintenance activities lie . So that,not to come the situation of over staffing and under staffing.

4. Individual Goal:
The another objective of human resource management is to complete the individual objectives of all the employees working in organization. Providing them sufficient wages, salary, managing security for them, give them chance for career development.

5. Productivity:
Human resource management has another objective that is to increase production capacity of the employees. To increase the production capacity of the employees the HRM lunch the programmes of training and development.

In this way, Human Resource Management has other many objectives such as Readiness to change, Formation of structure, Quality of work-life, Goal harmony ....etc.

Human resource is the main and inseparable parts of organization. The success and achievement of objectives in organization depends up on the Human Resource. And human resource plays vital role to achieve goals and for successful operation of organization. Its role can be described point wise:

I) Advisory Role: Human resource manager acts as advisor for the line management and all the workers. HR manager does this types of activities:
Advisory related to achievement of human resources.
Advisory related to human resources development.
Advisory related to utilization of human resources.
Advisory related to maintain human resources.
Legal advisory related to human resources.
II) Line Function Role: Human resource manager manages his own human resource department as line manager also. He acts following tasks of his department:
Formulation of plan for human resource department.
Implementation of plan of his department.
Control and direction to the employees under the department.
Taking decision for the activities of department.
III) Integrative Role: There should be good co-ordination between human activities of all departments in organization to achieve the goals. For this human resource mange integrates between following activities:
Integrate the objective between different departments.
Co-ordinate work process between different departments.
Synchronize work performance of employees between different departments.
Take care of policy and rules of human resource.

IV) Follower Role: Top level management formulates strategies and programmes for organization. He also implement these strategies and programmes. He plays following roles:
Follows strategies related employees.
Follows policies related to human resources.
Implement the programmes of his own department.

Research report is considered a major component of the research study. The research process can not be completed without writing the research report. As a matter of fact even the most brilliant hypothesis, highly well designed and conducted research study, and the most striking generalizations and findings are of little value unless they are effectively communicated to others. The means of communication to other is the research report. Writing of report is the last step in a research study and requires a set of skills.

A research report is a detailed description of things that have done during the research process. The final presentation of the whole research operation is the research report. The report written for general population contains description of findings and their implications. Thus we may define “a research report is written integrated and systematic representation or communication of the investigation, facts or evidence, findings, conclusions and suggestions/ recommendations of the research works”.

Preparation of the research report is a quite hard task. This task should be accomplished by the researcher with utmost care, assistance and guidance of experts for the purpose. Research reports are the product of slow, painstaking, accurate inductive work. There are no fixed rules to followed in preparation of a final research report. However, the usual steps involved in writing a research report are:
• Logical analysis of the subject matter
• Preparation of the outline
• Planning of data
• Start writing
• Preparation of the rough draft
• Rewriting and polishing of the rough draft
• Preparation of the final bibliography
• Writing the final draft

In common parlance a hypothesis is a mere assumption or some supposition to be proved or disproved. But in a research study a hypothesis is a formal question that the researcher intends to resolve. Hypothesis is usually considered as the principal instrument is research. So it should be good and supported by some evidence. A research hypothesis should be good if it must possess the following characteristics:

Hypothesis should be simple and to be point.
Hypothesis should be clear and precise. It should be properly stated.
Hypothesis should be capable of being tested. It should not be that one in which data or information can not be collected. Empirical test is necessary to achieve the objectivity.
Hypothesis should state relationship between different variables available there.
Hypothesis should not be too vague or general. It should be limited in scope and must be specific.
Hypothesis should be narrower.
Hypothesis should be state as far as possible is most simple and common terms.
Hypothesis must be consistent with a substantial body of established facts.
Hypothesis should be amenable to testing within a reasonable time.
Hypothesis must explain the facts that gave rise to the need for explanation.

A good research hypothesis must have all these types of features. And then, that can be said as good research hypothesis.

After choosing the title of the research, researcher should take knowledge about different journals, newspapers, periodicals, published or unpublished bibliographies, books etc. to collect the information about the selected title of the research. This process of studying different educational is known as literature review. In general, literature review means to gather the information about the chosen title of the research through the different sources. Literature review means stock taking of available literature in one’s field of research.

Review of literature helps till the least step of the research process. The information about the earlier studies, if any which are similar to the study in hand should be provided by reviewing of literature. Academic journals, conference proceedings, government reports, book etc. must be consulted depending on the nature of the problem. By consulting library, by studying encyclopedias, by surfing the internet review of literature is done. In library researcher study the different magazines, journals, periodicals, research articles, thesis etc.

Literature review provides the framework of the research process. Literature review facilitates to find out what research studies have been done in one’s chosen field of study, by which method they have done, what result they get, what are the remaining area in which the research should be conducted. By reviewing of literature research gets or collects the ore information or knowledge about their researches. Scientific research may be based on past knowledge. The previous studies provide the foundation to the present study. The knowledge of previous studies is obtained by reviewing of literature.

The role of research in several fields has greatly increased in modern times. The increasingly complex nature of business and government has focused attention on the use of research in solving operational problems. Research has a great importance in the field of management. Manger’s job is to achieve stated goal and degree of his success in this regard is directly dependent upon his making the right decisions at the right time. Managerial decisions can not be based on only intuitive. They must be based and supported by information. Such information is provided by the research activities of an organization.

Operation research, market research, motivational research helps to manger’s in various situations to make decision. Research has its special significance in solving various operational and planning problems of business and industry. The problem of big and small business industry, working condition, trade union activities, the problem of distribution are some areas where research activities are generally conducted.

Generally in the management there are four different stages i.e. analysis, planning, execution and control. In each of the mentioned stages decision making is involved. So research helps in all the above four stages. In Management area mainly 4 types of research are conducted.

• Policy Research: The purpose of policy research is related to the specific problem on which mangers needed more information.

• Managerial Research: Managerial research is related to the specific problem on which managers needed more information.

• Action Research: In normal situation of an organization too research is carried out and termed as action research. In this process data are collected and analyzed on their regular way. This types of research is designed to identify effective ways of dealing with problems in real world.

• Evaluation Research: Evaluation is the process of determining the value or worth of something. This research is related with policy research. To evaluate about the policies, condition of an organization etc. this types of research is done.

The manager should do different sorts of acts to obtain organizational goal. Some acts are recruiting, selecting, training, motivating and leadership etc. Among them, motivation is very much important in organization. Effective motivation is required for good performance from employees. But this task is very challenging. It is not easy to take assistances as manager’s expectation. Some issues raised while motivating the employees are as follows:

a) Motivating to Professional Employees: As the technology has been changing the use of large machinery, tool and technology also increasing nowadays. At this moment the use of experts with specific skill are expanding. For eg. Doctor, Engineer and technicians. It is very difficult and challenging to motivate them. It is better to leave them free than motivating. To motivate them they should be involved in decision process.

b) Motivating Employee doing High Repetitive Task: It also very difficult to motivate the employee who is doing high repetitive task in organization. For eg. the workers who work in industry and perform similar types of work, account keepers and computer operator. While doing similar types of work they feel frustration in their work and willingness to work removes. They need motivation but it is challenging. Following measures should be applied to motivate them.
• Higher remuneration
• Good working environment
• Right man in right place
• Job rotation

c) Motivating Low-skilled Workers: There are many low-skilled workers in organizational operation. Organization can not provide maximum remuneration to them. Effective control and direction is needed. It is challenging work to motivate them. To motivate them following factors are essential:
• By increasing salary
• Making good working environment
• Give opportunity to select favorable time to work in working schedule

d) Motivating Temporary Workers: It is also very difficult to motivate temporary and part time workers. They don’t have cohesiveness towards organization. They don’t take as organization member themselves. They leave the organization in small problem. Following methods can be used to motivate them:
• Giving opportunity to work in permanent post
• Providing good salary on the basis of labour
• Providing training facility
e) Motivating New Employees: It is challenging work to motivate newly recruited employees because they have new idea and expectation. It is difficult to understand their willingness. It this case, we can use following process to motivate them:
• Doing equal behavior with all workers
• Providing training facility
• Giving less work than old workers

f) Motivating Diverse Workforce: Motivating diverse workforce is also challenging work. Because in organization work different persons with different features. While motivating them manager should give attention in following matters:
• Special care of them
• Accepting their different features
• Providing training facility
• Providing good salary

The process of encouraging the human resources to perform organizational activities very well is called motivation. Motivation increases desire and want to perform work internally of the human resources. It encourages the internal desire of employee to work punctually in organization.

The employees should perform their responsibility and workload effectively to achieve organizational goals. To work effectively the employees need two factors. They are: ability and willingness. It can be show by this formula.
Productivity = Ability × Willingness

Training and development increase the skill and efficiency of employees. Like this motivation encourages the willingness to work of employees. In this way, above formula can be modified as:
Productivity = Capabilities × Motivation

The word motivation came from English word ‘motive’. Its word meaning is to create willingness to work in persons. Man has his own desire and willingness. If his desire is completed while working then automatically his desire goes towards work. That is real motivation. After developing the skill and qualification employees need effective motivation. Then after, they perform their own work happily. In this competitive age maximum productivity should be obtained to achieve organizational goals. For this motivation is essential. In this way motivation play vital role to get organizational goals and objectives.

Learning is the change in behavior. The person gets information about new knowledge and technology on the basis of his experience. As the result the person brings change on his behavior is called learning. Different factors affect the learning. They are as follows.

We know that, world is changeable. Rapid change and development can be seen in technological sectors. Large number of change is becoming in the sector of information and communication of technology. The method exchanging information by meeting face to face is going to be replaced by modern and scientific means of communication. For eg. Telephone, Mobile, Message, E-mail, Internet….etc. can be taken. In this situation, different issues have been seen. The major issues seen in present condition are as follows:

a) Electronic Communication: There is rapid development in communication technology. Together direct talking, Fax, E-mail, Internet, Pager, Video, Conference, Voice Message, Cellular Phone, Plam-sized, Personal communitor, Telephone….etc. are used to exchange information. So that, it is challengeable to manage communication.
b) Cross Culture: Development of communication has made the world a global village. In this age of globalization, information is exchanged in between the persons with different culture. In this way, while communicating, different challenge has been seen. It has been added complexity on communication process due to different language, pronunciation and concept.
c) Words Modification: With the development in culture and language, people are starting to use new-new words. So that there has been seeing problems of understanding information.
d) Gender in Communication: Nowadays, females are engaged with different organization and institutions by going out from house. Due to gender, different barrier has been emerged in communication between male and female.
e) Privacy in Communication: There is not certain limitation to keep secrete the information in communication. Due to technological development, organization has been feeling difficult to keep secrete the information.
All these are issues emerged due to technological development in communication.