How Singapore HR should best resolve disputes in workplaces

Dispute resolution should not only be the responsibility of HR. Line managers should be well versed in handling difficult situations or else organisations risk being viewed by their employees as faceless.

The issue of dispute resolution is one of the topics examined in the latest Hays Journal, out now. According to the Journal, HR departments need to ensure that both they and line managers are confident in the methods available to keep disputes from escalating.

Whether employing conciliation, arbitration, or mediation techniques, it’s important not to forget the basics, however obvious they seem.

Some organisations become so engaged in the process itself that the thing we all yearn for, to be heard, is forgotten.

While managing workplace disputes is part of HR’s remit, they should not be the default people to approach. This can create the image of a faceless organisation pitched against the individual. Line managers must also take responsibility.

Line managers need training in areas ranging from having difficult conversations to understanding equality and diversity.

Sensible policies about areas such as remuneration and behaviours to be rewarded – plus clear, transparent job descriptions, objectives and performance requirements are essential. Where policies reflect the ability of people to exercise common sense, you can avoid disputes.

To view the complete Hays Journal, please go to www.hays-journal.com

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