Features of the Negotiation Process in Human Resources Management

The paperwork considers the role and place of negotiating practices in the activity of heads of personnel services in state organizations, defines the main negotiation model that is used when the HR-manager performs professional functions and resolves contradictions or conflict situations arising in the process of HR-management. To determine the negotiating practices used by head of HR-services, an empirical study was conducted, which included two methods: a questionnaire survey and an interview with an expert. The results of the research showed that, despite the increased conflicts in organizations, the situation with personnel and the influence of the environment, the heads of HR-services use a negotiation model aimed at cooperation with the other party and are focused on the search for mutually beneficial solutions. They are also ready to implement compromise solutions and rely on the stability of the partnership with the opponent in the future. The choice of this negotiation practice is explained by the fact that the specific character of the HR manager's profession is based on constant interaction with people and at the present stage involves the use of management techniques in combination with psychological mechanisms. In the negotiations this manifests itself in creating an atmosphere of cooperation and partnership between people, as well as in finding mutually acceptable solutions that allow for the consideration of the interests of the parties and lay the foundation for further relations.