Strategies for Effective Communication in HRD

The provided assignment content emphasizes the importance of expanding human assets and their productivity in an organization. It highlights the need for effective communication models in Human Resource Development (HRD) to make upgrades and quality improvements. The content suggests that allowing managers to communicate their ideas, concepts, and perspectives can enhance industry growth. Additionally, it underscores the significance of leader-coach training, work coordination, and employment progression for making advancements and changes in the industry.

Communication Skills Development in an Organizations
Research Proposal
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Table of Contents
Introduction....................................................................................................................2
Importance......................................................................................................................3
Literature Review...........................................................................................................3
Statement of the problem...............................................................................................7
Objective of the study....................................................................................................7
Hypothesis......................................................................................................................8
Research Methodology...................................................................................................8
Data collection Techniques............................................................................................9
Conclusion, Interpretations, suggestions........................................................................9
References....................................................................................................................11

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Introduction
Communication assumes a key part in the improvement of the distinctive parts of the
general world. The importance of the communication is an act or procedure of
utilizing words, sounds, signs, or conduct to express or trade data or to express
thoughts, sounds, and emotions and so on to another person. In other words,
communication is the method for sending or receiving data to individuals by utilizing
innovation. This process is beneficial in sharing the information, ideas, messages etc.
with others. Communication can be verbal, non-verbal, electronic or visual.
Communication is a vital function of life emphasizing on education, business and
encountering each other.
Meaningful communication is helpful in educating and informing employees at
various levels and further helps in supporting the strategy (Barrett, 2002). The
positive attitudes are highly important especially in successful change programs. It
has been stated by Kotter (1996), that one of the biggest barriers in any management
is the resistance to change. This change can be dealt using meaningful communication
in the organization. In a research performed by the Elving and Hansma (2008), it was
estimated that the adaptation towards the organizational change and success of the
dissemination are highly dependent on the informative and communicative skills of
the managers. Additionally, Hanna and Wilson were further seen to indicate that the
organizational communication is a procedure where the messages are generated,
transmitted, received, interpreted in the public, group and mass communication.
Importance
The effective business communication is a key factor towards the organizing,
planning, controlling and finally leading the resources of the company so as to

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achieve the organizational goals and objectives. The information can be spread in an
organization and help in maintain the relationship between the employees. Therefore
the prime significance is spreading of data and information. One of the basic
competencies among the employers is identified as communication and assert that
communication is highly valuable in maintaining positive job performance and
obtaining employment. Therefore the ability of communicating competently is highly
important and therefore should be viewed as a central element as the sharing of
information does not have any capacity with the communication. The individuals and
groups should adapt to the communication skills as it is beneficial in decision-making,
socialization, and change management process and problem-solving. This
communication helps the employees to understand their functions regarding the
organization, jobs and the organizational environment. Communication further helps
in increasing the motivation, building trust and creating share identity providing
people to express their hopes, emotions, ambitions etc.
As the human beings are born with their ability of vocalizing and their attitude,
knowledge and skills are defined by their communication competence. There is a need
for developing effective and appropriate communication skills for the employees.
Literature Review
Argenti (2007), has discussed various business communication functional aspects and
found the business communications usually includes online communication, crisis
management, product/brand advertising and special events. The need for business
education and collaboration of business majors are all dependent on business. The
learning of communication skills have been helpful in promoting the human resource
training. Burn, D. (1997), in their study suggested that one of the most critical issues

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being faced by the HRD us the leadership training. This study suggested that for being
an effective leader, communication, judgment, initiative, strategic thinking, inspiring
trust, decisiveness, commitment etc. are required where communication is the key
factor.
Various studies like Gorden & Infante (1991) and Gorden et al. (1988), an employee’s
commitment is usually linked with his argumentativeness and voice and are directly
associated with the freedom of speech regarding the concerns in the argue in such
issues. Therefore, communication plays a vital role in managing the passage of
accurate and honest messages.
In a study commitments along with support perceptions were tested with the model of
communication. It was found that support and commitment in any organization comes
from effective communication. Therefore, sincere communication styles must be
enabled in the organization in order to integrate the organization with the objectives
and rules provided by the employee. In an HRD, the communication needs to be
highly well- managed in order to clear all the confusions among the employees
especially during the change management process (Abraham et al., 1999). This
organization culture with appropriate communication channels will help the employee
to provide with reinforcement and feedback enabling them to be effective in decision-
making process thereby preparing them for the disadvantages as well as opportunities
associated with the decisions (Peterson & Hicks, 1996). Exchange of data and
information, motivation of the employees and changes in the management are all
addressed by effective communication (Dolphin, 2005). With effective
communication in all level of the HRD, the need for changes along with the activities
affecting the business and its profitability can be addressed. Berlo’s has further
emphasized on an effective relationship between receiver and source suggesting that

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developed communication skills lead to effective understanding of the message. He
further acknowledged the importance of organizational culture where the
communication is taking place. Various studies and evidences have demonstrated that
the employee job satisfaction, commitment, productivity, trust and learning,
relationships with public, improvement in communication climate, enhancing the
quality of the HRD, earnings and revenues can be increased using effective internal
communications. According to the former director of corporate communications at the
General Motors, the employees who lack commitment due to ineffective
communication are seen to cost $50 billion per year leading to reduced
productivity (Cutlip, Center & Broom, 2006). In a poll held in UK and US with
around 80 percent of the employees estimated that the employee’s desire to stay or
leave the company depends on the employee communication, depicting the
importance of employee communication in the department (Burton, 2006). Therefore,
communication within the organization as well as outside it, is directly associated
with the employee turnover rate. Additionally, Seitel (2004) in his study demonstrated
that the 200 “most admired” organizations are seen to spend three times higher as
compared to the 200 “least admired” companies suggesting the need of focus required
in this field. This suggested that various organizations are unable to comprehend the
nature of the work life and do not put emphasis on communication channels. The need
of effective communication in an organization can be understood by the fact that the
organizational productivity, job satisfaction and performance are directly associated
with the employees’ satisfaction with communication in their organizations (Gray &
Laidlaw, 2004). With increase in the satisfaction of the employees, the employees are
seen to be more engaged and committed towards their organization. In a study by Izzo
& Withers (2000), the engaged and committed employees have 44 percent higher

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employee retention rates as compared to the non-engaged employees. Therefore, we
can say that positive communication climate leads to efficient communication among
the employees which strengthens the identification of the employee in the
organization, leading to sustained success and financial growth (Smidts, Pruyn & van
Riel, 2001). With effective communication Sears Roebuck suggested that with
effective communication, a compelling place can be created for all the employees.
This in turn is effective in increasing the customer satisfaction scores, employee
attitude score and helps in generating revenues (Rucci, Kim & Quinn, 1998). The
same was asserted by Watsom Wyatt (2004), who estimated that with improvement in
the communication effectiveness in the HRD of the organizations, leads to 29.5
percent increment in the market value for the organization (Watson Wyatt, 2004).
Furthermore, engagement and trust among the employees is seen to be facilitated with
effective communication which is seen to be the most critical ingredient for the
organization (Grates, 2008). The business performances are enhanced by the engaged
employees as they are bound to influence the customer behavior which is directly
proportional to the profitability and revenue growth. (Towers Perrin, 2003).
Furthermore, in a similar research by Brown & Starkey (1994), it was established that
the cultural approach in any organization is seen to valorize communication as it is
primarily a culturally-based process where information and data are shared which
eventually helps in shaping the organization and creating relationships (Brown &
Starkey, 1994). Communication further helps in shaping the culture of the
organization as it influences it using stories, formal and informal channels, social
activities and shared experiences. The communication is one greatest factor which
influences organizational culture as the only way of interacting with employees is

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through shared interpretive framework of culture. According to Drenth (1998) the
key element of organizational climate is organizational communication.
Statement of the problem
 One of the critical task for industry is to develop the administration, its nature
and the proficiency. In order to achieve this, an enabled staff with good
communication skills are expected.
 Various challenges like poor foundation, deficiency of qualified coaches,
poor working conditions, absence of procedures in the advancement of human assets
etc. are found to be identified with human asset improvements.
 Few shortcomings in term of quantitative and subjective factors have been
experienced by the organizations.
 A powerful and efficient workforce is required in an organization for using
authoritative assets and productive distribution.
 All round staff along with knowledgeable human resources department are
required in the administrations so as to obtain higher efficiency.
Objective of the study
 Determining the profitability and its development in Indian industry.
 To make the industry beneficial and very powerful by providing proposals to the
administrational legislature.
 Creation of authoritative society with high coordination, cooperation in all its sub
divisions with foundational base having great communicational efficiency among
the employees and bosses.
 Creation of specific abilities and learning so as to attain great success in future.

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 In order to ascertain the human assets advancement and its status in the industry
and proving various recommendations for improving the organizational
performance.
 In order to focus on human resources development sector of the industries.
 Creation of learning and abilities that are highly important for present and future
needs of the business.
Gantt Chart
Task Name Duration Start Finish Predecessors
Research Project 38 days Mon 17-10-16 Wed 07-12-16
Research Question
Proposal
3 days Mon 17-10-16 Wed 19-10-16
Literature Review 7 days Thu 20-10-16 Fri 28-10-16 2
Data Collection 7 days Mon 31-10-16 Tue 08-11-16 3
Data Analysis 7 days Wed 09-11-16 Thu 17-11-16 4
Data Interpretation 7 days Fri 18-11-16 Mon 28-11-16 5
Results Discussion 7 days Tue 29-11-16 Wed 07-12-16 6
Final Submission 1 day Mon 17-10-16 Mon 17-10-16
Hypothesis

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 In case not much sincere and appropriate thoughtfulness is provided to the
organizations in this industry as per the authoritative structure, the industry is not
bound to be grounded from the organizational point of view.
 Providing respect and considerations towards the mental and social needs of the
specialists.
 Solely, Human Resource Department is not enough to provide better results to the
industry and therefore the organization can fulfil its suitability merely by fitting
the game plan and can restructure or screen the structure of the Human Resource
Department.
Research Methodology
A suggestive type of examination has been performed for this study. Various
applicable statistics have been analysed from various auxiliary as well as essential
sources for its utilization. The essential or the primary sources include face-to-face
meetings, perceptions, exchanges etc. whereas, the auxiliary of the secondary sources
include the various sources like journals, distributed or unpublished papers and books.
The distributed sources includes the reports from ITDC, WTO, daily newspapers,
authority production of global and national data and information. Whereas the
unpublished sources were kept up using the private and legislature inns, researchers
officials, thinks directed by the exploration foundations and market analysts etc.
Additionally, online sources will be used for gathering information and data
associated with the human asset advancement in industries present in India. Around
50 respondents will be used for exploration trough survey filled and using electronic
means.

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Data collection Techniques
Various sources like television programs, web, T.V., newspaper articles, diaries,
reports and at the same time individual’s gatherings or visits can be used for
collecting the data.
 The prime motive for setting up the survey would be to accumulate the data and
information.
 The received information and data will be sincerely requested, assembled as well
as compiled.
 The respondents will be asked to provide answers for just one inquiries present in
the survey.
 The specialist will be responsible for gathering the study poll within two days.
 The information, data and studies collected with be rechecked twice.
Conclusion, Interpretations, suggestions
The best method for transforming the truths and facts of the industry globally is to
communicate. Therefore it is one of the most important factor for any organization.
Therefore the Indian government should be highly cautious regarding this factor in
order to develop this particular set of industry. Therefore it is highly important for the
company to understand their HR functions as it is highly critical in every work or
industry or affiliation. This study will be helpful expanding the human asset and its
productivity. An effective communication model in HRD will be beneficial in making
upgrades and the quality administrations and item to their respective clients.
Therefore there is a necessity for the company to allow their managers to
communicate their ideas, concept and perspectives and imaginative thinking on how
to expand the proficiency in industry section. Furthermore for the up-degree a calling
orchestrating, work coordinating and finally employment progression along with
effective communication are important for making advancements and changes in this
industry.

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References
1. Abraham, M., Crawford, J., & Fisher, T. (1999). Key factors predicting
effectiveness of cultural change and improved productivity in implementing
total quality management. International Journal of Quality & Reliability
Management, 16(2), 112-132
2. Allen, M. W. (1992). Communication and organizational commitment:
Perceived organizational support as a mediating factor. Communication
Quarterly, 40(4), 357-367.
3. Anand, Byas, “Merger Plan IA, AI will be ready in four months”, The times of
India, New Delhi, march 13 2007, p.51.
4. Argenti, P. (2007). Corporate communication. New York, NY:
McGraw-Hill/Irwin.
5. Berlo, D. (1960). The process of communication: An introduction to theory
and practice. SanFrancisco: Rinehart Press.
6. Burn, D. (1997). Heading up HR's agenda. People Management, 3, 32-34.
7. Cummunication skills, WTO (2004), Madrid, p.29.
8. Dolphin, R. R. (2005). Internal communications: Today's strategic
imperative.Journal of Marketing Communications, 11(3), 171-190.
9. Gorden, W. I., & Infante, D. A. (1991). Test of a communication model of
organizational commitment. Communication Quarterly, 39(2), 144-155.
10. Infante, D. A., & Gorden, W. I. (1991). How employees see the boss: Test of
an argumentative and affirming model of supervisors' communicative
behavior. Western Journal of Communication (includes Communication
Reports), 55(3), 294-304.

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11. Peterson, D. B., & Hicks, M. D. (1996). Leader as coach. Personnel Decisions
Inc.
12. PTI Report, The Times of India New Delhi, October 21, 1979, p.16.
13. Rao, V.S.P (2004), Human Resource Management, excell books, New Delhi.
14. UNI Report, the times of India, New Delhi, May 30, 1995, p. 9Website
www.Indiancummunication.com
15. Burton, S. K. (2006, Spring). Without trust, you have nobody: Effective
employee communications for today and tomorrow. The Strategist, 32-36.
16. Gray, J., & Laidlaw, H. (2004). Improving the measurement of
communication satisfaction.Management Communication Quarterly, 17(3),
425-448.
17. Seitel, F. P. (2004). The practice of public relations (9th Ed.). Upper Saddle
River, NJ: PearsonPrentice Hall.
18. Rucci, A. J., Kim, S. P., & Quinn, R. T. (1998). The employee-customer-profit
chain at Sears.Harvard Business Review, 76(1), 83-97.
19. Izzo, J. B., & Withers, P. (2000). Values Shift: The New Work Ethic and What
It Means forBusiness. Prentice Hall Canada.