Confronting workplace personnel issues is a major part of a career in human resources, so if you're pursuing a position in human resources management, personnel problems education and training is for you. From working with difficult employees to dealing with tardy employees, you'll need adequate preparation in facing workplace personnel problems.

Many college courses in human resources management will address how to handle employee problems. You also might find seminars and conferences about managing personnel problems to be helpful. An internship in a human resources department is also a great way to see first-hand how to work through a personnel problem. All of these are great resources when it comes to personnel problems education and training:

1. Pursue a degree or certificate in human resources management at an accredited college or university as part of your personnel problems education and training.
2. Sign on for an internship in human resources as a way to learn about managing personnel issues.
3. Take advantage of any seminars and conferences about managing personnel problems.
   

Action Steps
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Enroll in classes that teach about dealing with employee problems at a college or university

You can learn how to manage personnel problems when you enroll in a human resources management program at a college or university. Many of these programs will include courses that assist students with how to handle personnel problems. Whether you're getting an undergraduate degree, graduate degree or certificate in human resource management, taking formal classes is a crucial first step in your personnel problems education and training.

I recommend: The six modules contained in the human resources management program at Guilford College include topics like Positive Employee Relations and Discipline and Formal Complaint Resolution. The online masters program in human resource management at Breyer State University includes a five-hour course titled "Effective Management of Difficult Employees".

Intern in human resources at a local business to learn about managing personnel problems

Hands-on experience is the best way to learn any skill. When you take part in a human resources internship program, you can work alongside professional human resource managers and see firsthand how they deal with personnel problems. While it is unlikely you'll personally be involved with resolving personnel problems at an intern level, you'll have the chance to observe the management of personnel issues.

I recommend: Interns at General Mills take an active role in the many operations of the human resources department, with past accomplishments including programs addressing personnel issues. Deutsche Bank offers a human resources internship program that exposes interns to many aspects of human resources, including employee relations and HR solutions.

Attend continuing education opportunities that address how to deal with workplace personnel issues

Human resources management associations and organizations offer seminars, conferences and web-based seminars on a range of topics, including handling personnel issues. These intensive educational and training opportunities cover the most recent approaches to handling and resolving workplace personnel issues.

I recommend: Foster Seminars and Communications offers workplaceissues.com training seminars to help with personnel issues covering a wide range of topics, such as management techniques, reducing conflict, violence in the workplace, employee motivation and the question of legalities in dealing with personnel problems. The Northern California Human Resources Association (NCHRA) conducts many training conferences and seminars, including a seminar on personnel conflict resolution.

Personnel issues are often a routine part of daily activities in the workplace, according to many employers. It is likely that almost all employers will identify employee problems at one point or another. Therefore, employers must prepare to manage workplace personnel issues tactfully and effectively, regardless of the circumstances.

A personnel problem may interrupt productivity and effective relationships in the workplace. Managers must diplomatically manage most workplace personnel issues. Often, the human resources department must intervene. In some cases, a personnel problems consultant, who evaluates the problems and develops feasible solutions for implementation company personnel problems, comes to a business' aid.

1. A personnel problem is often frequent and widespread throughout an organization.

2. Employee problems often reflect personality differences among employees and managers.

3. Some worker problems are a direct reflection of the organization's management structure and style.

Action Steps
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Manage difficult employees with strategic intervention and guidance

Managing personnel issues often requires a flair for the dramatic and an understanding of what makes employees tick. Some organizations may discover that an outside intervention is most beneficial in managing personnel problems as effectively as possible.

I recommend: Review the Employee Termination Guidebook to identify employee problems and prospective solutions. Thompson HR Q&A answers hundreds of human resource-related questions, including personnel issues, which support organizational problem-solving objectives.

Know what personnel problems you are up against before you explore possible solutions

Explore the possible issues related to personnel that your organization faces on a regular basis, including time management, attendance, misconduct, and other related problems. Evaluate how to best manage these problems through viable and realistic solutions.

I recommend: AFMS offers a list of common workplace problems and options for managers to support these issues. Evaluate Jan Miller & Associates as an option for program training related to personnel problems that interrupt workplace productivity and advancement.

Learn how to effectively manage difficult employees

Sometimes a personnel problem is really just a personal problem of a particular employee.

I recommend: Handling Difficult People is a great resource for managers trying to deal with difficult employees. Psychology for Business has several articles for dealing with problem employees.

Tips & Tactics

Helpful advice for making the most of this Guide

• •  When personnel problems are identified in the workplace, take a proactive approach to developing an effective solution. This may take on different forms, but direct accusations and disciplinary action may only prove to alienate problematic employees. Approach the situation with an open-minded point of view and explore the different options that are available through external consultants, onsite human resource personnel and software packages.

As a business owner, you understand that your company's continued growth depends as much on its ability to manage employee problems as it does on developing marketable goods and services. Whether you are a large corporation with an experienced HR staff or a small, independent business owner with fewer than 10 employees, you still must familiarize yourselves with state laws that could significantly determine how you handle workplace personnel problems.

In the absence of federal and state statutes mandating specific employer responses to personnel issues, business owners must learn to be creative in finding personnel problems laws and regulations. Start searching for solutions to personnel issues by checking the following sources:

1. Know which laws and regulations relate to terminating difficult employees.

2. Read online sources that explain how courts and administrative agencies are interpreting a company's policy as it relates to dealing with tardy employees.

3. Get dependable HR advice on how to comply with personnel problems laws and regulations.

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Find out how laws impact your handling of workplace personnel problems

While the laws don't tell you how to respond to workplace personnel issues, they do establish certain guidelines for terminating problem employees.

I recommend: Employee Issues.com explains at will employment laws which regulate the firing of problem employees. Expert Law explains that the whistleblowers you may regard as problem employees are protected against wrongful termination. Lawyers.com explains how "at will" employment affects your company's firing of problem employees. At Labor & Employment Law Blog you can read actual cases involving the termination of employees perceived as troublemakers by their companies.

Know laws dealing with tardy employees and what companies can do about them

In areas where state laws do not specifically relate to workplace issues, HR professionals, state courts and administrators, like arbitration forums, are setting commonly accepted practices for dealing with employees who are habitually late for work.

I recommend: Small Business Review presents common practices HR professionals are using to deal with tardy employees. All Business.com discusses a real life case of an employee suspended for excessive tardiness. Read articles on Lawyers and Settlements to find out how California courts enforce state laws as they interpret a company's policy regarding tardy employees. Biz Actions explains that it's against the law to be more lenient in disciplining male employees for tardiness than for female employees.

Read standard HR policies for managing personnel issues

Learning about personnel problems laws also requires you to consider some sound advice from HR professionals: in many cases, prevention is the most effective method for handling these issues. For example, find out how HR departments are wording their employee manuals to avoid misunderstandings. Also, you might need advice from business coaches who are setting the standards for dealing with a personnel problem that your company is experiencing.

I recommend: Biz Resources explains the approach that many organizations are taking as they manage personnel issues. Evan Carmichael explains some common practices that business coaches are suggesting organizations follow. Handling Difficult People offers sound advice on managing personnel problems for small business owners.

With disgruntled employees reaping larger and larger jury awards, there’s more reasons now to ensure your HR people know effective ways to manage employee relations. Litigation threatens to ruin your company’s solid reputation. It forces you to pay monetary damages that, in some cases, might have been avoided had an HR manager been adequately trained to identify behavior that could give rise to problems. Avoid these harmful situations by requiring HR managers and staff to become fluent in personnel problems key terms.

Action Steps
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Evaluating work performance problems

The term evaluating work performance problems refers to the practice of monitoring an employee's productivity as a way to spot adverse behavior.

I recommend: Go to AFMS to find out how your managers can be trained to track employee attendance, productivity and relationships with coworkers so that they’ll spot any changes that seem to be uncharacteristic and potential sources of conflict.

Anger management

It is crucial for supervisors to understand anger management technique. Many companies require their HR staff to complete professional training in it. Anger management teaches staff to identify situations that trigger feelings of anger, to give and take constructive criticism in a professional manner and to teach by example when it comes to expressing negative feelings in the workplace.

I recommend: View a typical anger management program at Jan Miller.

Organizational culture

Current thinking emphasizes that a positive organizational culture, one that encourages employees to give feedback and advice when addressing new challenges, generates positive energy and is the most effective way to avoid personnel problems.

I recommend: Learn all the nuances of this term when you consider how Biz Resources approaches the topic. For example, there’s much emphasis on encouraging employees to examine their own behavior and productivity as a normal workday practice.

Complaint and grievance procedures

You'll go a long way toward preventing personnel problems when you implement standard complaint and grievance procedures so that employees know who they can turn to within the company for advice and moral support when they have a problem.

I recommend: Consider how MIT approached the subject. Notice how MIT outlines specific procedures to follow for employees in different departments.

Respectful workplace initiative

The term respectful workplace initiative refers to programs intended to create a positive work environment by emphasizing how employees should relate to each other. Understanding this initiative instructs you to promote respectful behavior among employees by teaching them specific attitudes and problem-solving techniques.

I recommend: You may be labeled a proactive organization if you adopt a respectful workplace initiative strategy like the one described by HR Workplace Solutions.

On-site employee complaint investigations

It is vital to the success of your HR compliant procedure to conduct on-site investigations when employees make formal complaints. These investigations should be set up so that the setting is relaxed and the appropriate conversations are recorded in compliance with applicable regulations.

I recommend: If you’ve never done one of these investigations in-house, consider calling in a professional like Your HR Resource.