Inter Departmental Conflict Case Study

1. Sortout problem

The main problem is when the budgeting of men power is going to start, the departmental heads of different departments doesn’t tell us that we want some candidatesin future, andafter three or four months they tell us that we want some candidates relating to different positions, so for us its very difficult to deal with this problem we have to go to the board and take the approval, and we have to sort out the job description.

2. Injustice:

In very rare cases we found problem if injustice. Injustice by our employee is observe some time for example if we are hiring the employee X for the same level of job where our already hired employee Y is working but X has more qualification and experienced than Y than as per the salary

Inter departmental conflict

When we are going to transfer our employee from one department to another department, its seem difficult for the employee to perform the task of that department resulting in inter departmental conflict.

5. References:

Most important issue face by any HR is references or wrong mean of references. During the recruitment process, HR receive many references, we have no issue with references even though we announce the job requirement internally when immediately needed but some time it’s happen that referral are not fit for the job, we reject them. This result in end of trustworthy relation with our employee. And the trust factor in the job is very important. If we hire such employee who are not fit for the job, then this result in discrimination with the deserving employee

6. Political references:

The risky issue in a country like Pakistan when we receive some political references “PARCHI”. This issue has not yet been solved. But still in this condition, we share such references to the most top line management (CEO or manager heads), so they made the decision what to do!

7. Performance

This is not good for the organization.

10. Information system:

While computerized information system has many benefits, it has many problems as well. Some of them are

a. It can be expensive in terms of finance and manpower recruitments.

b. It can be threatening or inconvenient to those who are not comfortable with computers. For computerized information to be useful at all levels there is a urgent need for large scale computer literacy.

c. Often the personal designing of HRIS do not have thorough understanding of what constitute quality information for the users. Thus, the user managers do not get exactly the reports which they want. Producing information that is the quality to the user requires an investment in time, efforts and communication on the part of HR manager.

d. Computer cannot substitute human being. Human intervention will always be necessary. Computers can at best aids the human effort. The quality of response depens on the accuracy of data input and queries fired.

11. Contract and