Essay Sample on Gaining Investors: Effective Communication for Success

Introduction

The role of Human Resource management has been widely associated with employment and managing the organization's resources. This includes the fundamental workforce, and qualifications assessment of the employees to ensure that the organization is well equipped with the right arsenal (Cascio & Graham 2016). Never, the less, the readings on the HR, and their roles have diversified my understanding through an array of activities and requirements undertaken by the department.

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Many prosperous organizations across the globe have been widely associated with the increasing performance, and productivity, due to the skilled and well-talented HR department team. HR has an essential role in the development of the organization, which involves arranging proper training and recruiting the right muscle for the job. But behind the efforts employed by the HR in recruiting the right set of workers, the HR has another distinctive role in communication management and planning that defines the state of the organization and its interrelationship with other outside bodies (Burke, 2017).

HR Communication

The relationship between the HRM in the communication sector has remained to be one of the prevalent and most effective roles of the human resource, as they coordinate information to the relevant stakeholders. The growth of any organization requires a continuous relationship amongst all the relevant stakeholders. As a result, the stakeholders require a critical and concise information channeling, which increases the communication network, and feedback process. Therefore, these become the fundamental basics that usher the growth and development of an organization.

The class material has provided an insightful understanding of the role of HR, especially in communication planning, and relaying practical information that may result in the actual growth of a business. Most of the HR’s role has been centered on communication and providing the required infrastructure to facilitate communication, to all major stakeholders.

According to White, (2020), communication in an organization sets the suitable momentum in the production sector, as relevant information and feedback is used as input data by other departments to help facilitate the performance in their sectors. Therefore, proper communication helps other sectors in the organization to work effectively, using the right source of information to help meet the organization’s objectives.

Changes in the Organization

According to Garcia-Carbonell, et al., (2016), organizational change, and so does leadership within the organization. While these changes may not appear to be more linear, it is necessary to understand the role of the HR behind the planning process, to ensure that all phases of change and transition within the organization are effective. Never the less, it is essential to understand that growth is a continuous development process, which requires a rapid and tremendous assessment to ensure that every phase of transition and growth is conducted effectively and accurately. The HRM has the mandate of overseeing these smooth transitions and growth development within the organization. Therefore, this remains the collective responsibility of the department to effectively communicate these changes to all the affected stakeholders, within and outside the organization.

Even though the HR may use different channels to communicate this relevant information, the HR must understand the right channel that will impact every group effectively, without leaving any stone unturned. Thus, this helps define the real nature and responsibility of the HRM within the organization on the approach of communication planning, and management.

The Launching Phase

The launching process is one of the essential events within an organization. Every stakeholder requires to understand how the new changes will affect them. Thus, the burden of communication of these necessary changes falls in the shoulders of the HR. Thus, a critical task lays ahead of the HRM, which mandates them to use the right person to convey this information. It is necessary to appoint a person who embraces change within the organization to help convey the information effectively.

According to Montreuil, (2020), during the launching phase or change in management period, the role of HR tends to take a different twist, to help convey the right information. In this case, it requires an understanding of the audience and how they will receive the information, even before it has been launched. Thus, HR has to play a decisive role in ensuring that the launching phase will be effective and essential to the organization’s stakeholders. One of the major areas that HR emphasizes is capturing the attention of the stakeholders. In this case, it is essential to provide focus, which helps convince the stakeholders to embrace the changes.

The Relationship Between Management and HR

The discussion outlines a concise relationship between the management and human resource management, in running the organization. The role of leadership and HR plays a mutual role in developing and equating the organization within more skilled employees that are devoted and skilled enough to perform the assigned duties. Thus, the HR body plays a significant role in influencing the management of an organization, rather than pushing forth for transaction management, which may affect the performance of the workers.

According to Cohen, (2005), a sociological perspective may argue that the outstanding performance of any organization’s success may depend on historical, economic condition, technological changes external factors. While these factors may be deemed as necessary variables to push forth the development and success of an organization, management, and leadership skills inspired by the human resource management is one of the critical elements that contribute heavily to the overall growth of an organization. The class readings and assignment outline that management inspirations widely associated with the nature of the human resource management team within the organization. In this case, many organizations depend on the relationship between management and the HR department to ensure that a conducive working environment is established for the effective performance of workers in the firm.

Conclusion

In the bottom line, the role of human resource management has been one of the critical and effective roles that many organizations have not fully exhausted the options. While the performance of the organization is defined by external factors that are interconnected to help the organization perform better, the role of HR has dramatically taken a different twist. This concept has proved to be more effective in the performance of the organization.

The readings' contribution to the role of HR has further widened the diverse role played by the department in guaranteeing the performance of the business. Every organization depends on the human resource department to recruit the right set of employees to help boost the organization’s performance. However, the readings have further diversified the role of the human resource in communication planning and channeling of the vital information to the relevant stakeholders within the organization. The planning and dissemination of the information are carried based on the nature of the stakeholders, and their importance within the organization.

Moreover, the emphasis of these communication channels has to be prioritized for maximum impact on the targeted group. For instance, HR may use effective communication channels, such as conferences, letters, and direct meetings, to pass any relevant information to the investors of the firm. However, this concept may be expensive, yet effective to persuade the investors. Never the less, these may not be the same channels used by the human resource, while planning to communicate with the suppliers, since they do not require a higher degree of commitment for the information to be passed on them and obtain the necessary feedback from them. Therefore, the human resource management department has taken a distinctive yet effective role in communicating with all relevant stakeholders in the organization.

References

Burke, W. W. (2017). Organization change: Theory and practice. Sage publications.

Cascio, W. F., & Graham, B. Z. (2016). New strategic role for HR: Leading the employer-branding process. Organization Management Journal, 13(4), 182-192.

Cohen, D. S. (2005). The heart of change field guide: Tools and tactics for leading change in your organization.