Relationship Management and Communication Strategies in HRM

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HRM 1
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

HRM 2
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