Human Resource Manager - Touch Conversations
Tough Conversations
Due Week 3 and worth 160 points.
Imagine you are the HR manager at a company, and a female employee came to you upset because she felt a male coworker was creating a hostile work environment by repeatedly asking her out on dates even after she said "no." What would you do?
Write a plan for how would you approach your conversation with each employee, including the most essential topics to cover. As you write your plan, think about what your goals are for this situation and how each conversation will help you achieve those goals.
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Write a 5–7 paragraph paper in which you:
Write a plan for the conversation you would have with the employee, based on the concepts found in your textbook. What are the most important points you would need to cover in this conversation, and why?
Write a plan for the conversation you would have with the employee's male co-worker, based on the concepts found in your textbook. What are the most important points you would need to cover in this conversation, and why?
Format your assignment according to the following formatting requirements:
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course.
Include at least one reference to support your paper.
The specific course learning outcomes associated with this assignment are:
Create a plan for approaching tough conversations with employees, including a rationale for the most essential topics to cover.
Human Resource Manager - Touch Conversations
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Human Resource Manager - Touch Conversations
The recent complaint by a female staff member highlights a surge in workplace hostility in our firm. The company is founded on sound and deeply held principles of ethics, morality, and professionalism. As a human resource manager, I am devoted to attaining the highest standards of conduciveness of the workplace as optimal productivity of the staff pegs on the provision of an amenable environment. However, the complexity and sensitivity of the issues that cause workplace hostility require much precaution-bastardly and hurriedly considered approach could heighten divisions among employees and even propagate vices in the company. As the person in charge of human resource affairs, I consider planning tough conversations an essential requirement for successfully adjudicating employee-related issues.
The plan for conversing with the two employees would start with setting out the points to consider during the conversation. In a list of five carefully considered points, the first one is examining the facts at hand. This is important for two reasons; it would help investigate the undisputed facts of the issue of hostility. Consensus on non-contested issues would provide a sufficient basis for understanding the issue's scope (Robinson et al., 2020). Second, it would help to separate facts from emotions. Such is vital to focus on the actual problem. The second point is the reminder of the companies proclaimed missions and values as they form the foundation of the company’s organizat...