Areas of Conflict Between Human Resource Functions

Areas of Conflict Between Human Resource Functions
In this section I have been asked to identify possible areas of conflict between human resource functions in the organisation of Kimberly-Clark. In this section I will also identify and analyses the relationship between the training and development department with the performance management department within Kimberly-Clark. I have to explain how these two functions may be influenced by different motivational theories. Firstly I am going to identify the possible areas of conflict between the human resource functions within Kimberly-Clark There are four human resource functions within Kimberly-Clark. These are: ? Human resource planning ? Recruitment and selection ? Training and development ? Performance management These four above all make up the human resource management but they are all split up to ensure the best possible job is done and so that the company runs smoothly. In Kimberly-Clark all these functions have to work together to ensure the company runs smoothly and if one dose not it causes problems for the other three functions. [image]If human resource planning does not look for the right employees with the right qualifications and tell the recruitment and selection department that there is a large external labour market then recruitment and selection will be able to recruit the right employees.
This then affects the training and development department because if the recruitment and selection team does not employ the right people then the new employees would find it difficult to adapt and develop the right skills. It would also be harder and longer for the training and development team to train these people because they do not have the right skills to work at Kimberly-Clark. [image] This now has an effect on the performance management department because if the new employees are finding it hard and spending a lot of time with the training and development department. Then they would find it hard to assess the new employees to see whether they are working to their full potential. Conflicts are not very common in Kimberly-Clark but occasionally when they do occur they have fatal consequences. Conflicts do not only happen due to one function not working properly, they also occur if employees in the functions are not doing their jobs properly. [image]If an employee in the recruitment and selection department is not doing their job properly and distinguishing a future employees strengths and weaknesses and then they give them a job which the candidate may not be suitable to do. Then the employee would be trained in the wrong area and then when they are on the work floor they would not have the right skills to do the job in hand. This shows a lack of communication between the recruitment and selection department and the candidate. If the employee does not have the skills required for the job then when the employee comes to do work then it may cause problems like things may be done wrong and the whole efficiency of Kimberly-Clark would not be up to a high standard. Then when the performance management team does appraisals and tells the employee that they are not working to a high enough standard this could be very de-motivating for the employee and he/she would find it more difficult to work to the standard required. [image]Again if the human resource planning tell recruitment and selection that there are no unemployed people with the right qualifications then the recruitment and selection team will look for candidates with less qualifications to do the job Then the training and development would again have to work a lot harder and it will take longer to train the unsuitable employee to the right standard needed to work for Kimberly-Clark. Another example of conflicts between the HR functions is: If the training and development tell performance management that the training of the new employee went smoothly and they are working to their full potential. Then the performance management team will not be looking for as many weaknesses as they would if the training and development team had not said that to them. [image] This would then lead to the new employees not to improve on their weaknesses and this would cause the business to not run as efficiently and would not produce high quality products that they are capable of. It is important for Kimberly-Clark to make sure that the HR functions are in place and working correctly and to their full potential. This would ensure none of these conflicts would take place and it would not make Kimberly-Clark a less efficient company. Kimberly-Clark has to ensure staff is not de-motivated and the work rate of employees is to the best of their ability. If these conflicts do occur then Kimberly-Clark will not be producing goods to the highest level and consumers of the products may look else where for products of a higher level and this would decrease Kimberly-Clarks productivity.

Areas of Conflict Between Human Resource Functions 9.2 of 10 on the basis of 1927 Review.