ადამიანური რესურსების მართვის დეპარტამენტი და კონფლიქტები სხვადასხვა ტიპის ორგანიზაციებში

Concurative, always changeable environment requires development from organizations to change
as fast as the market changes. The faster organization, market, products and customer needs change,
faster are employees forced to adapt to a new environment. They won’t be able to do it without
support of HR department and line managers. While managers are designing business strategies, HR
department is in response of human resources mobilisation strategies. Their roles vary widely
according to the extent to which they are generalist (eg, HR director, HR manager, business partner),
or specialist (eg, head of learning and development, head of talent management, head of reward) and
the level at which they work - strategic, executive or administrative. Their function have widened
recently, so they caught the attention of researchers. This was the basis for our thesis “HR
Department and conflicts in different types of organizations”
The main goals of the research was to reveal the difference between differentiation and integration
phase organizations in accordance with conflict types and frequency. Also to highlight the role of
HR practitioners in conflict management on these development phases.
Studying these aspects will make us able to better analyse the needs of organizations according to
their development phase and identify the most optimal role of HR department in each case.