A Proactive Approach: The Role Of Human Resources In Conflict Resolution And It's Impact On Employee Retention Among Employees In Parañaque City: A Study Based On Social Exchange Theory Of George Homans

Abstract

This research analyzes the role of human resources in proactive conflict resolution and its impact on employee retention in Paranaque City. The study aimed to assess proactive conflict resolution policies and practices of human resources in terms of handling and managing conflicts, and keeping healthy workplace relationships, as well as determining the impact on employee retention.

The study is qualitative research and the study used George Homans' Social Exchange Theory. The data were gathered from 100 employees from different organizations in Paranaque through a survey questionnaire form. Frequency, percentage, and weighted mean were used to examine the collected data.

Based on the data obtained, respondents perceived human resources as good at solving conflicts before they become big problems. Communication was the thing that people liked the most, followed by how they managed workplace relationships, which helped people talk to each other, managed conflicts, and listened to them. The study also showed that when human resources does a job, employees are more likely to stay with the company. Employees think that if conflicts are solved fairly, people communicate openly, and the workplace is supportive, they will want to stay with the company and be motivated.

Overall, the study concluded that proactive conflict resolution practices of human resources contribute significantly to employee satisfaction and commitment, workplace harmony, and employee retention and help to reduce turnover. Therefore, human resources and organizations are encouraged to strengthen their conflict resolution policies and strategies, communication practices, and employee engagement programs to maintain a healthy workplace.