Top 9 HR situations and the most effective solutions for managers

I. What is the HR situation?

The working environment among employees always requires interaction, exchange and coordination to solve work together. Therefore, disagreements cannot be avoided. Such situations are called personnel situations, or events involving employees.

For example:

Sales department employees argued with each other while discussing monthly sales. Because the problem did not meet the set KPI, the sales staff began to find the cause and hold the responsibility.

II. Why is it important to find the most satisfactory solution?

A business cannot operate and develop if personnel often have arguments or violations of discipline or countless other problems arise. Finding a satisfactory solution will help companies in general and leaders in particular:

- Bring fairness and transparency in all situations to employees

- Build trust with employees. Once you trust your boss, employees will always turn to you and respect your opinion at all times.

- Preventing employees from leaving their jobs because of unfair treatment

- Building corporate reputation when having a working environment that is always understood and fair by the boss.

III. Top 9 HR situations and the most effective solutions

1. Internal controversy

Reason:

Team members do not agree with each other on views and ways of working. Instead of sitting together to find a unified solution, they raised their views too much and couldn't control themselves, leading to arguments.

It is a very common situation in all businesses and is a case that needs to be handled skillfully to both resolve the dispute and come up with the most appropriate opinion for the job.

In this case, often managers will not be satisfied with the behavior of employees, but because of the need to retain talents, managers and leaders will have to find the most reasonable way to help mediate conflicts.

The manager during this time will act as a mediator, then treat the conflict as non-existent and put work interests first.

Solution:

- Meet the disputed employees privately to talk

- Listening from many sides to understand the root of the problem, why is there such a contradiction?

- Offer constructive advice to sincerely change employees' attitudes

After listening and talking, you have partly helped employees understand what problems they are having. However, besides listening and analyzing to handle, you also need to have reason and solidity in the way of talking and giving advice. That way the new employee can both confide and lean towards your opinion.

You can also create a forum that helps resolve conflicts between employees, and where employees discuss each other's good points.

Establishing a culture of openness means dealing with relationship issues in an environment that is safe and respectful of each other's dignity.

2. Inappropriate staff attitude

Reason:

Not every employee in the company has the ability to maintain the right attitude in human resource management situations. There are many inappropriate cases of employee attitudes such as: not getting along with colleagues, not caring for customers, not having a shared spirit of contribution, just doing their own thing, not helping anyone, etc.

Before this problem, managers need to understand the root causes leading to the arising of bad attitudes of employees. Certainly there are reasons from the management board such as too oppressive regulations, unfair treatment, etc.

Solution:

Make a private appointment with employees who have a bad attitude

Talk to them like a friend, don't try to pressure them psychologically and force employees to change their attitudes immediately.

Work with employees to solve problems they have, advise on their behavior, and find ways to help them fix it.

In case the employee has been consulted and reminded many times but there is no progress, but on the contrary, it still affects the work, the manager should take reasonable punishment measures.

In the worst case, if it is forced to fire, it should also end happily and with the consent of both parties to avoid problems later.

3. Employees violate company discipline

Reason:

This human resource situation is common in both large and small businesses, but typically there is a violation of hours, failure to comply with discipline, failure to work according to regulations, etc. This affects productivity and business efficiency. business.

Solution:

Disciplinary violations as above are not counted as major errors, should not be too strict. However, the leadership needs to build up the company rules strictly, ensuring that all employees fully and seriously implement.

In the event that an employee is still in violation, a frank conversation with the employee is required. Discussion to reach a final decision is better than sudden punishment or dismissal.

To prevent employees from violating discipline in the first place, administrators can set up training courses on building discipline at work for employees of departments to help them understand the importance of discipline. Disciplined and self-directed.

4. Employees violate discipline for the common good

Reason:

Sometimes employees do not intentionally make mistakes, or violate discipline for the common good of the team, for the sake of the job. There will be such cases, so the administrator needs to consider and handle appropriately because the employee has both merit and guilt.

Solution:

Compare the level of violation with the employee's performance. Then clearly define the reward level and the penalty level. Clear rewards and punishments will help ensure fairness and be more persuasive for employees.

5. Employees are inefficient

Reason:

Standing in the position of a manager or a boss, when employees are irresponsible, work behind schedule, or have poor performance, they must be reminded immediately. However, yelling at employees will not solve this problem, but you can find out the cause of the HR situation and how to solve it in this case.

First, the employee may not have the capacity to keep up with the flow of work. Second, that employee has no responsibility to complete the task and does not have the will to be a perfectionist and finish the job.

Solution:

In case the employee is not qualified, the boss can organize knowledge training and professional talk about the job to show that the company is ready to help employees when working.

In the case of an employee who is irresponsible or negligent at work, the leader should take strict measures to remind and even punish the employee so that the employee does not violate it in the future.

One point to note is that you should not be too strict while understanding this personnel situation and how to solve it because this may create resistance from employees, the solution is to talk directly to each other. and make an agreement. At the same time, develop specific policies for industriousness, hard work and work performance of employees.

6. Personnel strike

Reason:

This situation mostly occurs in large companies and enterprises due to inefficient business, large loss of revenue, loss. Faced with this problem, the risk of losing all human resources is very high and the company can hardly build and develop again.

Solution:

The most effective solution to this situation is to negotiate for mutual understanding because the company is in a difficult situation and cannot retain a large number of resources.

As a leader, make it clear to employees about the company's actual difficult situation to gain sympathy from employees. But do not cut their salary completely, but promise them that even though it is difficult, the income and salary of workers will be paid in full.

7. Newcomer surveillance syndrome

Reason:

When one employee is promoted and becomes the boss of the other, the relationship between the remaining employees will become loose and tend to be negative. Of course, not all employees are like that, but most do not know how to adjust their relationships with colleagues.

Solution:

The solution to this situation in human resource management is to be tough and establish tight control with the remaining people so that they are aware of the change in the new personnel structure.

Newly promoted people should not be condescending because this will affect the authority and prestige of the leader, even employees will tend to have high demands to be satisfied.

8. Employees blame each other

Reason:

Dealing with human resource management situations about responsibility or specifically employees blaming each other is one of the most common challenges that managers face. This situation occurs when the working process is not clear, the responsibility cannot be traced, so when a mistake occurs, it is difficult to know who is at fault.

Solution:

At this point, who is at fault is no longer so important. As a leader, make employees understand that when there is an error and cause consequences at work, everyone can share the responsibility and find a way to fix it.

Talk to each employee and schedule a meeting together to have a frank, honest sharing on this issue. Then continue to find a way to solve the problem.

9. Employees and bosses disagree

Reason:

This disagreement is often work-related. Maybe it's because bosses and employees of two different generations sometimes have different ways of thinking. Arguing to defend their point of view is a trend that today's "aggressive, confident, personable" young employees often use.

Solution:

As a more experienced leader, stay calm and re-examine the problem. If you're right, slowly let the employee understand. And if the employee is right, have the right attitude and find a way to reconcile. In addition, you need to have a private talk with that employee to understand each other better and find a solution later.

Here are 9 HR situations and the most effective ways to deal with them. The secret for managers is the skillful handling of situations, both solving problems and helping themselves become more prestigious.