Relationship Management and Communication Strategies in HRM

This article discusses the importance of relationship management and communication strategies in HRM. It covers the role of HR Director, conflict resolution strategies, advantages of communication technologies, and behavioural competencies. The article also explains the advantages of breaking communication into multiple segments and the impact of communication on cross-culture.

[ uman resource managemntH ]

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Contents
Part 1..........................................................................................................................................2
Relationship Management competency..................................................................................2
The rationale for laying the groundwork with the vendor......................................................2
Conflict resolution strategy....................................................................................................3
The important role played by the HR Director.......................................................................3
Behavioural Competencies.....................................................................................................4
Part 2..........................................................................................................................................4
The advantage of the team to tackle the communication and communication management
principles and activities..........................................................................................................4
The advantage of breaking the communication into multiple segments................................5
Advantages of the communication technologies....................................................................6
Communication improved through feedbacks and the impact of communication on cross
culture.....................................................................................................................................7
References..................................................................................................................................8

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Part 1
Relationship Management competency
The relationship competency in the given case is seen at a time when an organisation is
preparing itself to negotiate a new contract with one of the major HR software vendors. The
team mobilised to execute the contract. The team members at multiple levels are using there
different kind of relationship management skills to make the process smooth. Relationship
management is a very important tool for every business and while entering into a new
contract it becomes more important. In the organisation each staff members are looking
forward towards talks start with vender in the relation of a new contract and the staff
members are giving their best whether it is a director, senior manager or a specialist staff
each member are contributing to making the deal and conversation smooth by using their
relationship management skill and abilities.
The rationale for laying the groundwork with the vendor
The whole team that was selected to communicate with the new vendors are trying to make
the process of signing of the new contract as smooth as possible with their respective
relationship management skills and abilities. In addition, the HR staff members have
provided initial and main points of the contract that is going to take place in between the
organisation and the software vendor. These points can develop the rational base for
groundwork, with the help of the points the members can establish a professional and
pleasant relationship with the vendor. Moreover, with the points that are provided by the HR
staff members will help the selected team members to communicate honestly with the vendor
and will come to know about the vendor’s interest in negotiation. In addition to all the points,
the other staff members will help the Director and the HR manager in preparation for the
meeting that will help them in making the meeting more productive and in keeping vendor
comfortable.
Conflict resolution strategy
Here in the case, the conflict resolution strategy that is used by the organisation is
Collaboration conflict resolution strategy. The collaboration strategy is considered
appropriate because it is the win/win strategy that will make sure that both the sides and both
the parties involved in the conflict were achieved their level of satisfaction (Alagozlu and
Makihara, 2015). The collaboration entails an open conversation of all the concerns and

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issues, consideration of alternative solution, honestly and commitment from all parties
(Alagozlu and Makihara, 2015). In the case, also the collaboration strategy is visible at the
time when there was a conflict arises in between HR manager and IT staff in relation to a new
contract. IT wants that the organisation would go to some other vendor for the software but
this solution is not appropriate to meet the needs of HR and other staff members. To resolve
the dispute the HR has created a role of IT in all discussion related to the negotiation and post
contract implementation.
The important role played by the HR Director
Like every director, the HR Direct of the organisation has played the very important role that
is she has secured the cooperation of IT members. For the creating cooperation, the HR
director has met the IT function leader, convinced him to provide their collaboration in the
process of vendor’s selection, and asked them to provide support to the possible extent to HR.
It is the quality of the director that she can manage a good relationship with other people and
with this quality, she has built a relationship with people carefully over the years. She always
there to offer support to the issues that are related to HR even before it was asked and
moreover, she ensures that all requests of HRs and IT people were getting prompt attention.
Behavioural Competencies
The other Behavioural Competencies that is used in the example is interpersonal competency.
Interpersonal competence is the ability includes attributes such as teamwork, high energy
levels, problem handling, and persuasiveness and communication skills (Schutte, et.al. 2018).
The organisation has used interpersonal competency for the business as it is working
effectively with different teams and people. The organisation has the ability to deal with the
team members and the other parties. At the time of negotiation, the team members are
helping each other by enhancing the knowledge that can help the selected team members in
conducting a meeting (Schutte, et.al. 2018). Each employee of the organisation consists of
the relationship management skills and ability that will help them in smoothing the process
and in building a good relationship with the vendors. In addition, the employees of the
organisation have the ability to solve the conflicts. The directors have performed their
responsibility effectively and build a cooperative environment in the organisation.

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Part 2
The advantage of the team to tackle the communication and communication
management principles and activities
The advantage of using the team for communicating the new policy that is going to be
introduced in the organisation is the team will help the HR in outlining the key points of the
change, they will analyse the attitudes of different employees groups, they will analyse the
information needs and will decide the best method of communicating change among the
employees.
Communication management principle
• Clarity: In the principle of clarity, it is suggested that the communicators should use
language that is easily understandable. The receiver should understand the message easily.
• Adequacy and consistency: it is important for the communicators that they should
communicate complete and adequate information to the receiver.
• Integration: the communication of message should integrate towards the achievement of
corporate objectives.
• Economy: the unwanted usage of communication will add additional cost that is why the
communication should be used timely and efficiently.
• Feedback: feedback very important and communicator needs to take feedback from the
receiver. By getting feedback means, the receiver has received the message (Mazzei, 2014)
The advantage of breaking the communication into multiple segments
Segmenting is the very common technique that is used by the organisations to reduce down
the large target audience into small-defined target groups. With the multiple segmentation of
communication, the organisation can get the following advantages:
• Break down the large audience: the segmenting will help the organisation in dividing the
audience into the small groups. It will help the communicator in delivering the information or
message effectively.
• Focused message: one of the major advantages of the segmentation is the communicator
and audience can provide their focus on the actual reason behind the delivery of the message

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• Reduce waste: segmentation offers a big advantage to the communicator that it will
reduce the time and waste. When the audience is divided into a segment, it will help the
sender in reducing its efforts and reduce the time (Hine, et.al. 2014).
The HR of the organisation has segment the communication in two stages at first stage the
HR has to communicate its message of policy change through web conference to the all
managers to make themselves prepare for the question that can be raised by the employees.
After that through an organisational intranet, the HR has informed the other employees of the
company about the new changes.
Advantages of the communication technologies
In the case, the organisation has used two communication technologies these are web
conferencing and organisation intranet
Advantages of web conferencing
Save the time and money: the communication through webcam is a communication
technology that helps the organisation in saving time money and efforts (Riedel and Betty,
2013).
Increase the productivity: the pre-planned and schedule business meetings will involve a lot
of time. Web conferencing acts as an effective way in which to increase productivity.
No fees of venue or location charged: For meeting most of the times the organisation has to
book meeting rooms that involve fees but with the use of web conferencing the fees can be
eliminated (Langenau, Kachur and Horber, 2014)
Advantage of Intranet
• Intranet improves the engagement between employees and the top management
• An intranet is the easiest mode of organisational communication
• Intranet helps the organisation in managing information and document
• For the HR intranet can reshape the hiring and onboarding processes.
• Intranet helps the organisation in managing projects.

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Communication improved through feedbacks and the impact of communication on
cross culture
In this given case study the HR of the organisation wants to bring some changes in the
business policy for that they have decided that before implementation of the new change the
in the whole organisation they will have a web conference with all managers. In the
conference the HR will tell the new change to the managers and ask them to give their
feedback, the feedbacks of the managers will help the HR know what kind of question will
come in front of them and they will make themselves prepare (Ling, Tee, and Eze, 2013).
Nowadays the Cross-cultural communication has become more important for the
organisations due to the growth of intranet, technology and global business. Cross-culture,
mainly provide its impact on the organisation that is having the diverse workforce or
conducting business globally (Young and Schartner, 2014). Cross culture in communication,
arrive when different culture people communicate with each other. The organisation can
deals with the cross-culture communication by understanding different business customs,
communication strategies and beliefs.
References
Alagozlu, N. and Makihara, M., (2015) Conflict resolution strategies in Turkish and
American speech communities: A school setting. International Online Journal of Education
and Teaching/ISSN: 2148-225X, 2(3), pp.177-197.
Hine, D.W., Reser, J.P., Morrison, M., Phillips, W.J., Nunn, P. and Cooksey, R., (2014)
Audience segmentation and climate change communication: conceptual and methodological
considerations. Wiley Interdisciplinary Reviews: Climate Change, 5(4), pp.441-459.
Langenau, E., Kachur, E. and Horber, D., (2014) Web-based objective structured clinical
examination with remote standardized patients and Skype: resident experience. Patient
education and counseling, 96(1), pp.55-62.

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Ling, L.S., Tee, O.P. and Eze, U.C., (2013) The effects of information technology
applications on collaborating capability in achieving organisational competitive advantages in
Malaysia. International Journal of Business and Management, 8(13), p.1.
Mazzei, A., (2014) Internal communication for employee enablement: Strategies in American
and Italian companies. Corporate Communications: An International Journal, 19(1), pp.82-
95.
Mogos, R.I., (2015) Digital Marketing for Identifying Customers’ Preferences–A Solution for
SMEs in Obtaining Competitive Advantages. International Journal of Economic Practices
and Theories, 5(3), pp.240-247.
Riedel, T. and Betty, P., (2013) Real time with the librarian: using web conferencing software
to connect to distance students. Journal of Library & Information Services in Distance
Learning, 7(1-2), pp.98-110.
Schutte, N., Blickle, G., Frieder, R.E., Wihler, A., Schnitzler, F., Heupel, J. and Zettler, I.,
(2018). The role of interpersonal influence in counterbalancing psychopathic personality trait
facets at work. Journal of Management, 44(4), pp.1338-1368.
Young, T.J. and Schartner, A., (2014) The effects of cross-cultural communication education
on international students' adjustment and adaptation. Journal of Multilingual and
Multicultural Development, 35(6), pp.547-562.