As a human resources professional, I realized that resolving workplace conflict is a job function you are asked to fulfill, even if you are not properly trained to do so. Conflict does not just happen in employee relations but also in compensation, performance management and all other human resources functions. The field of human resources has limited barriers to entry and if I wanted to differentiate myself, I needed to improve and increase my professional skills with tools that I am able to use within the multiple functions of human resources.
The Negotiation and Conflict Resolution (NECR) program at Columbia University has provided me an excellent tool set to think about and resolve organizational problems. I am able to examine concerns by thinking of individual perspective and different worldviews, along with breaking down issues to position, interest and need, and most of all, I am able to coalesce relationships by discussing the interdependence each individual or department has within the organization. I have been able to use conflict resolution theories, case studies and practicum from the NECR program in my daily and strategic job responsibilities.
Not only has the NECR program provided me amazing tools to use in my profession, but it has also allowed me to differentiate myself from other human resources professionals and helped me improve my human resources philosophy. I was able to use research from my capstone, on Corporate Social Responsibility, to better focus my approach to human resources and understand the type of organization I want to work with.
