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Strategic HRM

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Mediation involves having a neutral party or mediator settling disputes between parties. The parties involved must be willing to participate in mediation, and the verdict of the mediation depends on the parties involved arriving at the outcome. This means the mediator must be neutral nor supporting any side but helping the parties come to a resolution (Beardsley, 2011).

Many pros and cons arise due to mediation. The pros of mediation are very many. They include; the results kept private during the mediation proceedings, it saves time and other expenses that would otherwise be incurred in case of litigation. Mediation allows the parties to participate in reaching a consensus. Since it is voluntary, parties get to hear from one another in a peaceful setting. Moreover, it allows the parties to describe their grievances in their own way without any restriction. The final resolution depends on the aggrieved parties without including the mediator. Finally, the process attempts to restore the relationship between parties, and where no results is reached parties are allowed to walk away and seek other remedies (Abramson, 2011).

Consequently, cons also exit because of the mediation process. These cons of mediation include; for mediation to take place, the parties involved must voluntarily agree to mediate. The parties or one might be completely reluctant to cooperate or compromise. Further, the process must result into a resolution. The parties may get inexperienced mediator leading to wastage of time and money. There may not be a conducive environment for mediation in case one party wishes to disclose matters of mediation publicly.

An employee may be influenced to agree to the mediation when the mediator is an experienced person, when the employer is willing to cooperate and compromise, when both parties agree to make the process private, and a possibility of reaching a final resolution. The mediation can be made attractive to employees by promising rewards, not taking stringent measures on the employees, showing concern on their grievances and willingness to cooperate.

Domestic HRM differs from Global HRM due to their complex nature of operation in different countries and dealing with a variety of national categories of employees. Consequently, Global HRM manages the complex nature of operating in different countries with different cultures and employing people in those countries. Domestic HRM deals with the workforce within the borders of a country. Its operations are within that country (Martin, 2010). 

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