在工作场所扮演中立的角色来解决这些冲突和分歧，所以本篇assignment认为第三方帮助您的讨论有一个良好的开端。
The role of HR as third party to make participants to show trust and respect for each other involved in the process and build trust and respect means that those are related must keep the content of the discussion confidential until it’s agreed that the information can be shared with others. Now how third party takes this problem into an account and how they will go to solve the conflict between particular employee and top management (Boss). The third party professional have to look that conflict or issue from both perspective of employee and as well as boss.
人力资源部作为第三方的作用是让参与者在过程中相互信任和尊重，建立信任和尊重。这意味着相关人员必须对讨论内容保密，直到同意与他人共享信息。现在，第三方如何考虑这个问题，以及他们将如何解决特定员工和最高管理层（老板）之间的冲突。第三方专业人员必须从员工和老板的角度来看待冲突或问题。
The basic step and outline take into the account by third party to resolve that conflict which may include; explore issue, understand interest, develop options, choose the alternative, implement those alternatives, evaluate outcome and celebrate outcome.
基本步骤和大纲考虑了第三方解决冲突的考虑，其中可能包括：；探索问题，了解兴趣，制定备选方案，选择备选方案，实施这些备选方案，评估结果并庆祝结果。
As a third party professional before you explore the any issue you must have think on several things. The first step is what is an issue? The reason or subject you need to talk about the problem that needs to solved then how do you explore those conflict? Then second step understands interest? A concern about an issue why you care about the issue. How do you understand interest? Listen for what people need (interest) not what they say they want (position). Then third step is developing option means what is an option? A possible solution that satisfies both the shared and separate interest of the people involved in a conflict. Then how do you develop options? Generates as many option as you through brainstorming with people in the room. Often those who are closest to the best position to suggest option. Then fourth step choose the alternative? An option that resolve the issue by meeting the stated interest of those concerned and provide alternative which is simple, efficient, affordable, acceptable and flexible to the problem. Then fifth step implement the alternative that how do you implement a solution? Come up with the plan and actions which tells you what will be done and how they will do it or whether any special steps need to be included in the way. Then sixth step is evaluating the outcome. Why evaluate the success of the outcome? Measuring the success of what you`ve implemented will let you know whether the solution was correct choice.
作为第三方专业人士，在你探索任何问题之前，你必须思考几件事。第一步是什么是问题？本篇assignment提出你需要谈论需要解决的问题的原因或主题，然后你如何探索这些冲突？那么第二步了解兴趣？关心一个问题为什么你关心这个问题。你如何理解兴趣？倾听人们需要什么（兴趣），而不是他们说他们想要什么（立场）。第三步是发展期权意味着什么是期权？一种既能满足冲突各方共同利益又能单独利益的可能解决方案。那么你是如何制定选择的呢？通过与房间里的人进行头脑风暴，生成尽可能多的选项。通常是那些最接近最佳位置的人建议选择。那么第四步选择替代方案？通过满足相关人员的既定利益来解决问题，并提供简单、高效、负担得起、可接受和灵活的替代方案。然后第五步实现您如何实现解决方案的替代方案？制定计划和行动，告诉你将要做什么，他们将如何做，或者是否需要包括任何特殊步骤。第六步是评估结果。为什么要评估结果的成功？衡量你实施的成功与否，会让你知道解决方案是否是正确的选择。
Third parties, having an insider’s perspective of the negotiation process, can make public announcements that the domestic audience can easily achieve and understand. Third-party conflict professional can thus help signal the prudence of concessions when the public is hesitant to make them. Third-party conflict management can help challengers save face by counteracting some of the audience costs generated from making asymmetric concessions after initiating a dispute on a salient issue.
References:参考文献
Brien, E. O., & Linehan, C. (2014). A Balancing Act: Emotional Challenges in the HR Role. Journal of Management Studies, 15(8), 1257-1281.
Glaister, A. J. (2014). HR outsourcing: the impact on HR role, competency development and relationships. Human Resources Management Journal, 24(2), 211-226.
Gramberg, B. V., & Teicher, J. (2005). Managing Neutrality and Impartiality in Workplace Conflict Resolution: The Dilemma of the HR Manager. WORKING PAPER SERIES
第三方拥有内部人士对谈判过程的看法，可以发布国内观众很容易理解的公告。因此，当公众对做出让步犹豫不决时，第三方冲突专业人
