2019.2.8
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HR Evaluation

Patterns of Conflict that Tend to Occur in Global Companies and Courses of Action for their Resolution

(create jobs 51/Shutterstock.com)
(create jobs 51/Shutterstock.com)
Today, there exist globally recognised behavioural principles that companies must not violate in the pursuit of profit. Because of this, when a company has made a compliance violation, there is a chance that they will face exclusion from the market. There is a need for global companies to have understood conflict patterns that can occur, and courses of action for their resolution.

Types of complaints and grievances from employees, and precautionary measures

There is a wide range of complaints and grievances from employees that develop into conflicts, but there are three that cause the most trouble: “complaints about job performance”, “complaints about HR evaluation systems”, “power harassment/sexual harassment”. Precautionary measures against the occurrence of complaints and grievances are necessary in order to allow attempted voluntary resolution within the company before complaints and grievances become conflicts.

Complaints about job performance

Complaints about job performance, such as issues related to the everyday operation of everyday tasks, and issues surrounding human relations, have become some of the more common complaints and grievances that arise from employees.

Precautionary measures against complaints about job performance

Effective precautionary measures against complaints about job performance include reviewing overcrowded work-styles to prevent complaints about working hours and staff structure. It is important to improve training for superiors to ensure employees feel supported in their role. Improving communication in the workplace could also be seen as a precautionary measure.

Complaints about HR evaluation systems

Complaints about HR evaluation systems usually relate to staff positioning, transfers, promotions, duty extensions, re-employment,  as well as working conditions such as wages and working hours.

Precautionary measures against complaints about HR evaluation systems

The primary precautionary measure against complaints about HR evaluation systems is to create a fair HR system by making HR evaluation systems clear, improving the quality of evaluators by training them and providing feedback for evaluation results. In the case of feedback for evaluation results, it is also important to communicate with employees, attempting resolution at the stage of complaint to make sure it does not develop into a conflict.

Complaints of power harassment/sexual harassment

In recent years, a high proportion of complaints and grievances from employees comprises power harassment/sexual harassment. Power harassment is something that relates to human relations, and sexual harassment includes gender discrimination. Both have the capacity to become sensitive problems.

Precautionary measures against complaints of power harassment/sexual harassment

The state of workplace communication is greatly implicated in harassment cases. Respecting individuals must remain at the base of everything the company does. Additionally, strengthening trust among workplace members becomes necessary as a precautionary measure against harassment complaints.

Channels to resolve complaints and grievances within the company

It is best to attempt voluntary resolution within the company before complaints and grievances from employees become conflicts. For channels to resolve complaints and grievances within the company, superiors, HR departments and labour unions can be involved.

Consultations with superiors

As a channel to attempt the resolution of complaints about job performance, consultations with superiors play a large part in preventing conflict. For employees, superiors are the closest consultation partners, and with the expectation that they understand the circumstances or the way of thinking of employees in complaints about job performance, employees consult them hoping for realistic resolutions.

Because consultations with superiors can be arranged as soon as a complaint or grievance arises, they can also prevent circumstances from worsening and/or developing into new problems.

Consultations with HR departments

For consultations with HR departments on complaints and grievances, complaints about HR evaluation systems become the core and are handled as formal consultations. Because of that, companies must tackle complaints specifically and respond with clarity. There is the possibility that concerns will arise that will cause problems for employees, and their effects may end up appearing in HR evaluations.

Because of that, in order to voluntarily resolve complaints and grievances from employees within the company, it is important to have maintained communication channels in a way that employees do not hesitate to consult HR departments.

Consultations with labour unions

Labor unions play an important role, establishing consultation counters and carrying out labor union workplace get-togethers to address the complaints and grievances of employees. Also, by carrying out workplace surveys for employees, they can check if superiors are functioning as points of consultation at workplaces and if HR departments are effective as consultation counters.

How to prevent complaints and grievances from employees from developing into conflicts

In order to not let complaints and grievances from employees that tend to occur in global companies develop into conflicts, it is important for workplace superiors, HR departments and labour unions, which are channels to attempt to resolve complaints and grievances within the company, to have jointly set up systems to tackle problem resolution.
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