HR Management

HR MANAGEMENT : ALTERNATIVE DISPUTE RESOLUTION

Alternative Dispute Resolution (ADR ) refers to processes for resolving a dispute

between two or more parties other than through formal litigation in a court system (Tilton , 2007 ,

. 4 1 . Most effective ADR systems contain a definition of an ADR that clearly describes reportable ADRs , a concurrent method of monitoring and reporting dispute events , a system for reviewing and evaluating ADRs for severity , causality , probability and preventability , and a system for using the results of the ADR to educate organizational members . For an ADR system to

be effective , it should further be plural in design integrated throughout the social-political arrangements objectively rational and fair , neutral and impervious to manipulation based more on interests than rights dynamic yet culturally-based and professionally administered . An ADR system is also effective if it takes into consideration compliance with organizational values . The need for congruence between organizational values and the values of the ADR process is important because incorporation within the fabric of the organization will be less difficult if such requirement is met . The benefits of ADR in resolving business disputes are numerous . The use of such system results in substantial savings in costs , and speedier resolution of disputes as compared to litigation . It is credited with building and enhancing relationships , facilitating higher-quality decisions , identifying and solving conflicts and problems , furthering procedural and substantive equity , enhancing the likelihood of approvals , implementation and compliance , and contributing to stakeholder empowerment . A combination of factors , rather than one particular factor , often determines...