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Human Resources Management Editing Services
The following paper discusses on the two scenarios regarding the human resource management and the related questions. The Relationship Management Competency and its implications are the topic of the first scenario. The second scenario is based on the internal communication between the employee benefits and managers. All these things are major parts of the HRM process.
Question No 1
The Relationship Management Competency is used when the HR professionals would need to make the HR functions smooth all the time. The HR process is quite a complicated one and the HR professionals will have to utilize this tool in order to increase the effectiveness of the organization (Collings, Wood and Szamosi 2018). The business transactions could be highly consolidated if the HR management of the organization could utilize this tool of Relationship Management Competency. The quality of the organizational operations is also maintained in this section as well. The HR department will look to keep it smooth when they deal with the suppliers and other stakeholders (Bratton and Gold 2017).
Question No 2
The major software vendors for the HR department will look to implement the best software applications to keep a strong relationship between the customers and the several staffs of the HR department (Goddard et al. 2012). The Relationship Management Competency tool could be used for the betterment of the process and this is the very rational of why the vendors are making the contract with the organization to keep the process going very smoothly. The purpose of this contact is to maintain a healthy professional relationship that would cater to the success of both the parties. This will provide good solutions to the other departments as well (Collings, Wood and Szamosi 2018).
Question No 3
The most perfect conflict resolution strategy has been used here that includes the powers of the IT department to collaborate with the HR department. The IT department is of the opinion that another vendor should be appointed (Goddard et al. 2012). The HR department should opt for the ways of providing a special role for all the IT employees. The IT leader should be able to give his or her opinion in the meetings. The representatives of the IT department would also be present in the negotiation policies and the post-contract implementation process. It is appropriate because the both IT and HR department can come to an unanimous decision as a result of this strategy (Wang and Feng 2012).
Question No 4
The HR Director is a very important person in this scenario for the negotiation of the conflicts. The role of the HR Director has been monumental for the implementation of the programs. In this context, it can be said that the HR Director will go on to make sure that the IT department will cooperate with the different matters. It is very important since the disagreement in the decisions between these two departments can seriously affect the cause. She will ensure that the IT department leader will collaborate in the process for the selection of the vendors.
Question No 5
The different behavioral competencies have been used in this matter since the conflicts were to be negotiated urgently to resolve the disputes (Wang and Feng 2012). The collaborative working has been put into practice because it would be impossible if the different departments of the same organization would not collaborate. The professional relationship between the two departments will have to be kept since it is a very integral business process. The proper leadership skill of the HR Director has been seen in this process. This is one of the examples of her expert managerial competency (Goetsch, and Davis 2014). Thus the strategic planning expertise of the Hr Director has also been reflected in this manner.
Question No 1
There are certainly various benefits if the team is engaged in tackling this communication change process. It has to be said that the organization will implement these changes by sending emails to all the employees. The various issues will be discussed in the meetings and the most effective ways of implementing this change process will be implemented. If the entire team is engaged in this process it will be beneficial for the team in many ways (Goetsch, and Davis 2014). The team will be able to analyze the information needs, make a brief outline of all the key points. Thus it can be said that the effective teamwork is perfectly reflected in as a part of the communications management principle. The effective and participative leadership style is also practiced in this section.
Question No 2
The communication process will be broken into the multiple segments. It will have some advantages indeed. The arrangements of the web conferences, interactive sessions between the managers and the employees and different other things are very much needed in this changing communication process (Buell 2012). The internal reviews by the managers and the feedbacks from the employees will be very much important at the different levels as well. The emails will be sent to all the employees and this will be extremely important to know about the feedbacks from the employees in the best ways. The intranet page of the organization will effectively eradicate the challenges being faced by the organization at different levels (West 2012).
Question No 3
The various communication technologies have been used in this situation and the use of these communication technologies will put up the advantages as well. In this context it can be said that the opening of the intranet page will let the employees know about the changes that will take place within the organizations (West 2012). The internal reviews will be helpful when the benefit specialist will draft the emails to all the employees about the kind of particular changes. The organization will achieve the success by this coordination process (Martin and Nakayama 2013).
Question No 4
This communication process through the feedbacks will be very important for the development of the employees and their knowledge about the changes (West 2012). The cross cultural communication will have a large impact on the employees. The ethnic identities of the employees will be respected and the role play in the identity is definitely recognized as well. The feedbacks from the employees will definitely improve the communication between the employees and the managers (Martin and Nakayama 2013). Thus the employees would be largely benefitted indeed. The employees would be able to know of their identities and they can surely communicate with the persons with the people belonging to cross cultures.
As per the discussions on the questions and answers it can be concluded that the leadership skills and application of the Relationship Management Competency are very important things for the leaders to succeed. The impact of the proper communication within the management will be very important for the organizations to succeed.
1. Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
2. Buell, J.M., 2012. Defining leadership: behavioral competencies for success. Healthcare executive, 27(6), pp.18-20.
3. Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.
4. Goddard, M.G.J., Raab, G., Ajami, R.A. and Gargeya, V.B., 2012. Customer relationship management: a global perspective. Gower Publishing, Ltd..
5. Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational behaviour excellence. Upper Saddle River, NJ: pearson.
6. Martin, J.N. and Nakayama, T.K., 2013. Intercultural communication in contexts. New York: NY: McGraw-Hill.
7. Wang, Y. and Feng, H., 2012. Customer relationship management capabilities: Measurement, antecedents and consequences. Management Decision, 50(1), pp.115-129.
8. West, M.A., 2012. Effective teamwork: Practical lessons from organizational research. John Wiley & Sons.