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(Solution) Human Resource Management: Assignment

   

Added on  2021-06-14

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Running head: HUMAN RESOURCE MANAGEMENTHuman Resource ManagementAssignment IIKSA 2018Student’s name:Name of the University:Author’s note:

1HUMAN RESOURCE MANAGEMENTExecutive Summary In this paper, two situations of human resource management have been discussed. At the firstsituation, Relationship Management competency of an organisation has been discussed where theHR manager wanted to negotiate the new contract with major HR software vendor. HR managernegotiate the difficult conflict when the IT functional leader preferred different vendor.Negotiating contract, assigning the work and managing relationship with the vendors are part ofthe HR’s relationship management. Therefore, HR takes the negotiation of Collaborationstrategy. The director has cultivated the relationship and this collaboration strategy creates win-win strategy. Collaboration strategy is about high-assertiveness and it is related to the high incooperation working best when the issue of the organisation is at stake. The director hascultivated the relationship carefully over the years with IT and HR to offer the support in HRrelated issues before even it was asked. HR director has made sure that all the IT’s and HRrequests are received prompt attention. Actually, regardless of whether employees in the privateor people in general segment, employees will go into various levels of transaction consistently.HR staffs, HR manager and HR director showed the behavioural competencies likecommunication, critical thinking, analytical skills and empathy and people skills. In the second situation, communication competency has been discussed from the HRactivities. HR professionals need to hear about what is needed and they can change their messagebased on the feedback. HR organisation needs to communicate the policy based on educationreimbursement to a large, dispersed and varied workforce. HR leader and HR manager contacteda specialist to form a team. The activity of team in order to do the effective communicationmanagement and it starts with effective feedback. An e-mail survey of managers indicates thatthe policy announcement went smoothly in the field. In the given situation, various types of

2HUMAN RESOURCE MANAGEMENTcommunication like verbal and written communication have been shown. Mainly informal aswell as formal communication has been cleared. In the workplace, non-verbal communicationcan also help avoid giving off the same impression. Especially in situations where people maynot be able to avoid feeling nervous at the moment. E-mail communication technology, e-mailsurvey, web conference and intranet communication have been used in the given situation. Inaddition, feedback from the clients, vendors and suppliers are important to build a betterrelationship with external stakeholders.

3HUMAN RESOURCE MANAGEMENTTable of ContentsThe situation....................................................................................................................................3Question 1: Where do you see the Relationship Management competency being used?............3Question 2: What is the rationale for laying the groundwork with the vendor?..........................6Question 3: What type of conflict resolution strategy is used here? Why is it appropriate?.......9Question 4: What important role does the HR director play?...................................................11Question 5: What other Behavioural Competencies do you see being used?............................13The Situation..................................................................................................................................16Question 1: What is the advantage of using a team to tackle this communication? Applydifferent communication management principles and activities to this situation......................16Question 2: What is the advantage of breaking the communication into multiple segments?..19Question 3: What are the advantages of the communication technologies used in this case?. .22Question 4: How is this communication improved through feedback? What impact does crossculture has on communication...................................................................................................26Reference List................................................................................................................................30

4HUMAN RESOURCE MANAGEMENTThe situation Question 1: Where do you see the Relationship Management competency being used? Relationship Management is the ability to manage overall interaction to provide theservice to support the organisation. HR professionals must have the ability to manage theinteraction and it is the function of the ability to maintain the productive interpersonalrelationship to help others in the workplace (Kumar and Reinartz 2018). It is very important forHR professionals to do the basics right. In order to be a strategic business partner within anorganisation; it is significant to know the right people and to establish and manage the keyrelationship between a right person and the organisation. The effective HR leaders within theorganisation understand the significance of alliance in order to influence the behaviour of thepeople to overcome the resistance.The HR leaders can use Relationship Management in order to implement diversity andinclusion strategy. Diversity and inclusion is the company’s strategy, mission and practice tohave the diverse workplace. The HR professionals must leverage the effect of diversity in orderto gain the competitive business advantage. In addition, the HR leaders can make the relationshipmanagement with the employees and individuals with the top diversity as well as inclusionpriority for recruitment of the diverse employees within the organisation. Therefore, RelationshipManagement should be present for the employees where the HR department can use this whilerecruiting the new employees. Establishing the effective relationship with the supervisor is another place where the HRprofessionals and the employees need the skill of Relationship Management. Basicunderstanding of Relationship Management can help to apply the competency of the routine

5HUMAN RESOURCE MANAGEMENTsituation. Employees within the organisation must recognise the relationship with the boss in adifferent way. The personality of the employees, as well as the HR professionals, need to rub sothat they can have the work life. In addition, in order to have an effective relationship with themanagement, the employees must not wait for praise and the employees must be confidentenough to put the work process in a loop. The HR professionals and the employees must get toknow the communication style of the management and leader in order to make effectiverelationship management.The HR leaders are aware of the behaviour that can affect others. The employeesrecognise the idea of cause and effect that may adversely affect the behaviour of the individuals.Relationship Management is observed while the employees’ behaviour needs to be changed sothat the employees must have the good experience from other employees. As stated byKhodakarami and Chan (2014), relationship management competency helps to continuouslydemonstrate to the stakeholders and clients that the HR leader can commit to providing supporttheir business needs. Within an organisation, the HR leaders must demonstrate a perfectnegotiator skill so that they can solve any conflict. In addition, relationship managementcompetency helps to solve the problems within the organisation by negotiating with twoemployees. HR professionals can solve the issues when two employees start arguing aboutsomething. In order to do the negotiation, the HR leader needs to have the basic skills ofnegotiation like effective verbal communication and listening skills. The competency of rapportbuilding should be there within the HR professionals and the decision-making skill is veryimportant to solve the conflict. Assertiveness is very important from the management’s side andit is needed to deal with difficult situation in case any problem arises.

6HUMAN RESOURCE MANAGEMENTRelationship management can be seen in empathising the subordinates when theyexperience the personal and professional issues. In addition, relationship management helps toencourage others so that they can treat each other with understanding and respect. Relationshipmanagement competency is helpful to resolve the conflict between individuals in meaningful andfairway. Relationship management competencies are important for the HR professionals so thatthey can maintain good relations with other professionals. The HR professional should have thecompetency of visibility as the modern HR management has the simple aim to set the policiesand procedures to create the sustainable competitive advantage (Jackson and Wilton 2016). Thesuccess of the HR team is not just about the procedures and policies; however, HR managementshares the responsibility to deliver the goals of the business with the leadership team. HR buildsinnovative goal and it is not enough to be visible to the organisation. The HRM visibility is thesuccess factor in case of Relationship Management. Apart from HR, employees and managersmust not take the competitive policies and procedures. Another competency is transparency ofthe HR professionals and transparency refers to the situation of being transparent. Transparencymeans the quality that needs to be present making the relationship between professionals withinthe organisation. As stated by Eichorn (2018), transparency is closely associated with theauthenticity and accountability. Transparency dimension shows the suggestion that shares thequality of learning, understandability and self-expressiveness. Criticism alludes that there is aclear, available and auspicious sign which reacts to the clients' activities.Responsiveness of HR allows agile approach of the organisation that makes able to bringthe change quickly and easily the direction. According to Nakhata (2018), HR should beresponsive to make ever-changing needs of the organisations. Mentorship brings invaluableinsight that is beyond the own experience and education. The HR professionals provide an edge

7HUMAN RESOURCE MANAGEMENTwith support to the employees and HR professionals should have the relationship managementquality of mentorship where the employees can take the help of human resource discipline.Therefore, the employees within the organisation can gain the support during the critical stage ofthe career development and inside of the navigating the career. The HR professionals have thecompetency of the clear understanding that can enhance the career plans. In addition, HRprofessionals provide the insight through identification of the gap.Question 2: What is the rationale for laying the groundwork for the vendor? Companies in every size need to rely on vendors for the supplies of software and training.When the HR professionals find the perfect vendors; it is significant to maintain and build therelationship with the vendors. Communicating with vendors is very important in order to sharethe goals and information that would help the HR professionals to serve better in needs. It is notimportant to overshare; however, the HR professionals need to talk about the price, upcomingevents, the forecast of the business needs and changing office hours along with any otherchanges. Business needs are important for discussing between the HR and the vendor so that thevendor can be prepared to make the changes to keep up with the business needs. In addition, it issignificant to consider what type of information vendors want to share with the HR. HRmanagers can share the software needs if the vendors belong to the software and they can makethe contract to keep the things running smoothly. In addition, vendor and the HR professionalsboth must be loyal and they should not be a fault. Loyalty is very important for vendorrelationship and the HR professionals must be sure in order to look for the vendors along withthe good relationship. According to Kerzner and Kerzner (2017), a good relationship from HRwill lead to loyalty from vendors' side. The HR management always evaluate the competition inorder to make sure about the prices and the prices should be reasonable. HR staff member

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