CONFLICT RESOLUTION (My opinion)
Conflict Resolution has been one of the most challenging issue to be dealt with by HR Professional from my own opinion. It varies according to the size of the company, the consistency of the policies and procedures implemented and the understand of these policies either from Staff and Supervisor.
According to statistics gathered from the questions related the HR Professional's conflict resolution duty 99% overall deal with that in a day to day basis. The most common causes of conflict are warring egos and personality clashes which represents a good 86%, Poor Leadership 73%, Lack of honesty from employee or supervisors 67%, stress 64% and also clashing values 59% with conflict. These conflicts frequently result in negative outcomes, most of the time to termination or probationary period.
During my experience overseas, in Ha?ti, dealing with numerous conflicts between Employees versus Employees most of the time , According to the impact terminations had on the turnover rate the solution to that problem was giving proper training to the employees who didn't have a structured and well organized onboarding when the company started after the Earth Quake of January 12, 2010. This fact was understandable as they needed the maximum of hand to assess intervein and act. The company had to go through all the legal complexities of the Haitian community as we all know at a certain stage restructuration had to be initiated in order to stabilize the number and guaranty financial sustainability. I started in my second year as HR Assistant and I am grateful to Indira Michel Estevez, Raymonde Jerome and Naikee Marcelin ( not sure they can read the article, but they recruited me as second for the Position, and I surpassed myself, in fact I did have the potential to be part of the Team.
The Haitian Labor law isn't the same as US Law in various aspects, but the one that brought the conflicts after terminations were the fact no formal contract were given to the individual hired to work on the field, and specially in the constructions programs. It is a must and also a way to protect yourselves as recruiters, Policies and procedures implementers to have a written contract to avoid any Legal action that will cost time to the HR operations and money in legal expenses to the Company.