GED Practice Exam 2025 – Complete Test Prep and Guide

The function of resolving disputes between employees and management is inherently complex and deeply rooted in human interaction, making it largely impractical for technological aids to fully manage. While tools and software can provide support—such as offering documentation of disputes or scheduling meetings—they cannot replace the nuanced understanding and empathy required to mediate conflicts effectively.

Dispute resolution often involves sensitive conversations, understanding emotions, and navigating interpersonal dynamics, which are best handled by trained professionals who can assess the context and emotions of the individuals involved. Effective resolution requires active listening, negotiation skills, and sometimes a degree of intuition that technology simply cannot replicate.

In contrast, the other functions listed can largely be assisted or even performed by technology. For instance, soliciting resumes can be automated through job postings and applicant tracking systems, assessing a new employee's job readiness can utilize assessment tools and simulations, and communicating employee benefits can be efficiently managed through platforms that disseminate information digitally. These tasks can be standardized or streamlined, unlike the intricate nature of human conflict resolution.