Human resourses and communication skills - Essay Example

? Human resource Task: Human Resource Modern improvements in information technology have provided freedom to employees to workanytime and from anywhere. This, in turn, has led to weakening of the tie between organizations and their employees. Many organizations have adopted computer- interfaced communication technology supplanting the formal hierarchical structure in coordinating and managing relationships within and between organizations. A number of organizations have been inspired by improvements in information technology and started experimenting with electronic ways of working comprising of working from satellite centres, mobile work among others. In setting up groups, there are norms that should be established with each member of the team actively participating. Attention should be paid to the content and also keenly shape and evaluate the means it employs in accomplishing goals. The team process should include the ways in which members interact, communicate with each other, and communicate with employees who are not in the team and a responsibility of ensuring accomplishment of goals. Team players in an organization will include managers of different sections headed by the managing director. For an organization’s success, these people should first form a united team comprising of all the norms. For instance, a sugar-manufacturing factory in which the managing director does not treat his colleagues with respect and dignity and in which there is a lack of transparency is bound to fail (Lehmann & Sanders 2003). This according to norms under which a team should operate brings out the lack of proper communication between the team. A case of communication breakdown may arise in such a scenario as one in which a department requires information from another department to do its job, while the other department ignores the request or fakes an excuse. This can result into conflicts. Alternatively, the conflict can be created by giving circular responses. Such as giving unsatisfactory response when an issue being sort has not been worked on. For example, a purchasing department requires a confirmation note from the finance department to make orders. The finance department on the contrary delays in giving the response. This slows down the processes of an organization and can lead to conflicts within. In this context, we learn that proper human resource management can be best achieved by streamlining the communication channels and ensuring that prompt responses are given to requests. It equips us with corporate wellness management skills that will help in understanding communication skills. Another aspect that could derail the operations of the organization is a lack of transparency. This should be embraced within the team as well as the employees. Employees are supposed to be genuine with each other in terms of ideas, challenges and be free to confide in the management. Managers are charged with the responsibility of opening up space thus freeing people to ask anything they need without being intimidated. For instance, an employee collapses while at work simply because he/she did not have the platform to express her condition due to fear of being dismissed. Some companies have stringent measures on employee misconduct, which intimidate the employees (Condrey 2010). This poses a challenge specifically to the human resource manager whose credibility in the employees’ welfares will be doubted. In this, we learn another role of the human resource management, which is increasing the staff in an organization. Under this, the management is charged with among other things recruitment and selection of human resources, and management of a typical employment and termination situations. The strength of a proper management is invested in the energy and training its employees. A majority of firms are taking their employees for ethics training as one of the means of safeguarding the image of their firms. This should be geared towards increasing the awareness of ethical conduct and familiarizing employees with legal requirements. All these factors revolve around communication, which is a fundamental tool under any given circumstance. Due to modern advancements in ICT, organizations ought to embrace and evolve with the changing technology. The ICT sector is narrowing down on more sophisticated yet portable communication devices such as iphones and tablets. With these, one can carry out any transaction ranging from sending electronic mails to monetary transactions such as paying bills and making purchases while either in his office or home place. Teams do evolve with time. In order reach greatness, they must design a strategic-planning mechanism based on S.W.O.T. analysis. Strengths are areas that the group performs well and could include good leadership, strong finances, thriving programs and which leads to an edge in competition over the opponent. Weaknesses are things that the group is underperforming such as lack of volunteers, absence of team spirit and which leads to competitive disadvantage over the opponent (Stahl & Grigsby 1997). For example, Trans World Airlines, at one point, was facing a serious fiscal difficulty, which almost terminated its existance. Therefore, it decided to sell some of its lucrative international airlines to salvage itself. This made the Trans World Airlines even weaker to compete with its stronger competitors like the Delta airlines who bought those international routes. Opportunities are things that you have the capacity of doing such as finding new funding sources. S.W.O.T analysis recognizes every element that affect the farm’s success. For example, if the output of a company decreases, while other factors are kept constant, the company is in a capacity to rectify the possible error. Conversely, if the value of a commodity drops, the company has no power to control prices. A manager should also be able to read the future expectations of customers and strive to achieve them. S.W.O.T analysis is an extremely fundamental tool in designing strategies. The strategic plan should be aimed at capitalizing on opportunities and strengths while at the same time downsizing the weaknesses and threats. Full realization of the potential of a trained human resource is not achieved, if the work rules are restrictive (Jackson, Schuler & Werner, 2012). General Motors realized this when they tried to pursue looser work rules by closing some parts of plant for restructuring in 1992. This restricted only specific people to work in a given plant. This went down well with those who were conversant in those fields that remained open. However, the others could not put their maximum potential to use since they did not have a clear gist of what to do. This to some level affected their profits since the potential of these employees was not fully achieved. Therefore, in coming up with new programmes in operations, managers out to assess the available resources and analyze the need for new skills either through training the existing personnel or employment of new personnel. A number of issues have been reviewed in this journal that are in line with Kolb’s learning cycle. It entails four main stages, which include having the concrete experience, reflective observation, abstract conceptualization and active experimentation, leaving us in a better position to face the challenges in human resource management as upcoming human resource managers. The experience gained from this review equips us with better managerial skills placing us a step closer to being better managers. References Stahl, M & Grigsby, D 1997, Strategic management: total quality and global competition, Blackwell Business, Oxford. Condrey, S 2010, Handbook of Human Resource Management in Government, Jossey-Bass, San Francisco. Lehmann, U & Sanders, D 2003, Human Resource Development, In South African Health Review 2002, Health Systems Trust, Durban. Jackson, S, Schuler, R & Werner, S 2012, managing human resources, Cengage, South Western. Read More