NEGOTIATION IN HRM
Negotiation
in Human Resource Management
Negotiation is a basic language in human
resource management.
As human resource specialists, we are able to establish win-win scenarios that
stimulate healthy employee relationships and corporate success. We will explore
innovative strategies and the newest developments in negotiation that can help
us become experts in the art of negotiation.
Steps
of Negotiation Process
Negotiation is a core skill for many roles. It’s not limited to procurement professionals, but it is just as relevant in sales and human resources, particularly for people working in management and leadership positions.
· · Prepare
Identify potential value Begin to understand interests
Develop fact-base. It is the first stage of any negotiation, though people often don't give
it the time it warrants. They often charge into the Information Exchange Stage,
or even directly to Bargaining.
·
Exchange
The Information Exchange Stage occurs
when you begin to engage the other side, share information and explore options
that address interests – what you each need, as opposed to positions – what you
each ask for later in the Bargaining Stage. It is critical here to focus on building
rapport and trust, without which neither party will feel comfortable sharing
interests.
·
Bargain
Bargaining is where the
"give-and-take" happens. If you think success means all take and no
give, you won't capture real value. You make and manage your concessions in
bargaining. When you give and take that which satisfies both parties'
interests, you will build a lasting relationship and a
fruitful outcome. During the Bargaining Stage, you continue to create value,
and with trades, finally capture value.
·
Conclude
Stage 4 is the point in the process when you reach an agreement. It is important to find out if the other side has the capacity to follow through with the things they said they would do. This is the time to put down in writing the common interests and produce a comprehensive summary of the agreement. Sometimes you have to consider strategies here to lock-in a commitment. Be sure to agree on next steps as well. And never forget to thank the other party for their willingness to negotiate – even when no agreement is reached.
- ExecuteStage 5 is implementation of the agreement. This stage may also be viewed as preparation for the next negotiation opportunity. You must ensure that you follow through on promises made in order to strengthen the relationship and to build trust. You will learn more in this stage about the other side. This will lead to easier negotiations next time around. And remember that during execution you are likely to apply the total negotiation process and Best Negotiating Practices to unexpected events, failures in performance and the inevitable changes
What
are the negotiation skills every Human Resource Professionals Must Have ?
As a Human Resource professional, one needs to don many hats
required to succeed in their role. Today, having essential HR skills which
range from role-specific activities to communication skills, including
emotional intelligence and core negotiation skills stands paramount. These
skills not only help HR professionals to grow in their careers, but they can profoundly
contribute to organizational success.
· An active listener is a great negotiator:
To become a problem solver, HR
professionals must possess the ability to listen attentively and understand the
needs and concerns of all parties involved in negotiations. Actively listening
fosters compassion and enables HR to identify common ground for mutually
beneficial solutions.
·
Communication is the
key:
A great orator is a good
negotiator. Being a clear and concise communicator is crucial for conveying
ideas, expectations and proposals during negotiations. Articulating your points
effectively while maintaining professionalism is one of the top negotiation
skills that every HR must have.
·
Be an empath:
Empathy is sympathy. In other
words, understanding the perspectives and emotions of your office colleagues is
a critical negotiation skill. By doing so, you can build a strong rapport and
trust that leads to smoother discussions and stronger relationships.
·
Problem-solving
temperament:
Negotiation competencies for HR
often revolve around resolving conflicts and addressing complex issues. Having an effective
problem-solving temperament enables HR professionals to analyse challenges,
brainstorm solutions, and instrument strategies that meet the requirements of
all parties involved.
·
Flexibility:
One of the core negotiation
skills an HR should have is adaptability and flexibility to accommodate various
interests and changing circumstances. HR professionals should see and work with
an open mind and be willing to adjust their approach to achieve mutually
beneficial outcomes.
·
Resolve conflict,
don’t instigate:
In any organizational setup, conflicts
are inevitable. If you fail to do so then negotiation skills training can come
in handy to manage and resolve disputes constructively. As an HR professional
one should employ a collaborative approach and encourage an open dialogue to
reach resolutions that satisfy all the involved members.
·
Stay up to date and
prepare:
Anticipating potential challenges
and being prepared to handle them with updated information is a sign of a good
HR professional. They should research relevant data and develop tactical plans
to achieve their negotiation points effectively.
·
Assert what is
necessary:
When screening candidates for a
particular position, assert what are the necessary objectives that need to be
fulfilled. Assertiveness helps to ensure their interests are adequately
represented and considered.
·
Diversity and
inclusivity:
As we revolve in a globalized
workforce, essential negotiation skills for HR professionals often lead them to
individuals from diverse cultural backgrounds. Cultural sensitivity is critical
for understanding social norms and values fostering positive relationships and
a diversified workforce.
·
Ethics matter:
The last but the most important point of HR negotiation skills is upholding ethical standards. HR professionals must establish integrity, honesty, and fairness throughout the negotiation process, which earns them the trust and respect of all involved parties.
Tips for Successful
Negotiating
Rajeev
Dhir
- Justify Your Position
Don't just walk into negotiations without being able to
back up your position. Bring information to show that you've done your research
and you're committed to reaching a deal.
- Put Yourself in Their
Shoes
Remember that the other
side has things it wants out of the deal, too. What can you offer that will
help them reach their goal (or most of it) without giving away more than you
want to or can afford to?
- Keep Your Emotions in
Check
It's easy to get caught up in the moment and be swayed by your personal feelings, especially ones like anger and frustration. But don't let your emotions cause you to lose sight of your goal.
- Know When to Walk Away
Before you begin the negotiating process, it's a good idea to know what you'll accept as a bare minimum and when you'd rather walk away from the table than continue to bargain. There is no use trying to reach a deal if both sides are hopelessly dug in. Even if you don't want to end negotiations entirely, pausing them can give everyone involved a chance to regroup and possibly return to the table with a fresh perspective
References
Well described the Negotiation skills, importance of having it and it's applications.
ReplyDeleteThe article covers the key points of why negotiable is important in HRM. Nice one
ReplyDeleteNegotiation in HRM is a nuanced art that requires a blend of soft skills and strategic planning. By cultivating key attributes, such as empathy, communication, problem-solving, and ethical behavior, and by following a structured negotiation process, HR professionals can become adept negotiators. This proficiency enables them to shape outcomes that support employee satisfaction, enhance team dynamics, and contribute to the overall achievements of the organization. Thus, positioning HR as a vital contributor to the strategic direction and enduring prosperity of the enterprise.
ReplyDelete