Communication Strategy Analysis for Human Resource Management

This report provides a comprehensive analysis of human resource (HR) communication strategies, focusing on the principles and purposes of effective communication within an organization. It examines the communication strategy for Sports Love, a sports and leisure company, and explores the importance of clear communication for achieving organizational goals. The report delves into the characteristics of effective listeners and speakers, emphasizing the need for attentiveness, active listening, and clear articulation. Furthermore, it includes a self-evaluation of the author's communication strengths and weaknesses, both orally and in writing, offering insights into areas for improvement. The conclusion emphasizes the crucial role of communication in HR and the need to address communication barriers for enhanced organizational performance. The report references key HR management literature to support its analysis and recommendations.

HUMAN RESOURCE

Table of Contents
Literature review .............................................................................................................................3
Analysis and discussion ..................................................................................................................3
TASK 1............................................................................................................................................3
1) Principle and purpose which the particular HR director should consider in communication
strategy...................................................................................................................................3
2) Discussion of the general characteristics that a participant is required to be effective listener
and speaker.............................................................................................................................4
TASK 2............................................................................................................................................5
3) Evaluate own strength and weaknesses in terms of communication, both orally and in
writing.....................................................................................................................................5
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

Literature review
HRM is a part of an organisation that is concerned with people dimensions. It deals with
relation of human with an organisation from recruitment to labour relation. According to the M.J.
Jucious, human resource is the field of management which involves planning, organising,
directing and controlling function for procuring, developing and maintaining workforce in an
effective and proper manner (Hegewisch, 2017). This report will be carried on the Sport love
which is the leading sports leisure and Facility Company located in London, United Kingdom.
The human resource is useful to manage and regulate any tangible and intangible resources in
both an organisation as well as outside corporate. But, it is critically analysed from different
author' point of view is that human resource is regarded as controlling and regulating the
resource allocation in an organisation. Here, for effective human resource, communication is
suitable and pre-requisite for an organisation to conduct operation and function effectively.
Analysis and discussion
TASK 1
1) Principle and purpose which the particular HR director should consider in communication
strategy
Effective and proper communication is required in every organisation (Gold, 2017).
Because it will lead to co-ordination among the team building, formulation of strategic goals and
targets and optimum utilization of resources. In context with Sports love, Company's HR director
needs to understand and analyse various purpose and principle's which a particular HR director
needs to be considered in formulating the communication strategies into the action plan is as
follows:
Principles: The HR director of the sports love is required to develop and plan effective
communication strategy to lead company's work process and regulation efficiently. So for this,
defined principle need to be taught and discuss which is as follow:
Communicate the vision: For providing effective communication, top managerial person
needs to first defined exact vision and mission for the strategy. It will predict how vision would
lead to current and future communication development and how this will lead to change in
employee's behaviour and attitude into attaining the goals and customer experience. If vision and

mission is not appropriate, it would be critical and difficult for an organisation to co-operate with
an employee, As a result, it would lead to failure in the customer satisfaction and experience.
Comprehensive and focused: In context with Sports love, HR person needs to address all
issues and problem connected with current communication process. The person needs to make
sure that information should be comprehensive and easily understandable by an employee to
deliver maximum customer experience and satisfaction.
Visible and accessible: HR personnel of Sports love should deliver business awareness
and professional message to their employee's which will speak about their roles and duties of
customer acknowledgement and far better satisfaction out of the company service (Bratton,
2012). Such professional message needs to be well-drafted and translated. The message needs to
follow hierarchical process which means that message will be comes from top executive to the
manager and manager passes this message to an employee
Purpose: The main purpose of communication strategy is to outline an approach that will
be useful to engage and involvement of the stakeholder and their interest. In context with Sports
love, HR personnel should summarise an overall objectives and formulate various general
principles which will adhere and address motive of communication. The focal purpose of the
communication strategy is to identifies the message and conversation for both employee and
stakeholders along with the common purpose and vision to achieve organisational goals and
targets.
For effective communication process, HR personnel of Sports love first have to create
understanding among their employee's and staff to make them realize their task such as satisfying
customer, co-ordinate along with company's goals and targets.
2) Discussion of the general characteristics that a participant is required to be effective listener
and speaker
Listening and speaking is the significant part of communication process. Listening means
attention and perception along with posture as well as expression. In general, listening means
decoding which is the translation of symbol into the meaning. For effective listening and
speaking, an employee is required to discover his own area of interest area, openness for new
ideas and information and should be away from distraction.

In context with Sports love, HR personnel must have option to conduct various
programme's and training session which would be helpful for employees to increase and enhance
their communication process such as effective listening and speaking skills etc. There are
different pre-requisites for both effective listening and speaking skills namely understanding the
matter and content rephrase and summarise the speaker's idea, continue asking the question etc.
For Sports love, such things are needful and sufficient to make performance of an employee
effective to gain competitive advantage in the business and ensure the maximum customer
satisfaction and experience. Good listener's and speaker have ability and potential to deliver their
thought process to the speaker's idea for being communicated with incurring minimum time for
proper results. In context with Sports love, an effective listener and speaker must have following
characteristics which is as follows:
Attentive: Good listener should pay attention and priority to the key points and
information which is required to be deliver or speak. For proper attention and focus, employee
should practices an art of concentration and avoiding any kind of distraction.
Avoid doing assumption: Good listener is required to take every information seriously
and with some result scope. During the meeting, they need to be motivated and have full
confidence(Taylor, 2014). Use of irrelevant assumption will confuse the speaker and other
listener's to make clear cut conclusion over the topic. If assumption is not appropriate, it would
create misunderstanding to speaker to arrive at the common conclusion and results.
Listening for feelings and facts: Good listener tends to be adaptive and must focus and
active on what speaker is pronouncing and speaking. They listen and believe on an actual and
real facts. Both listener and speaker needs to be sympathetic, active and alert. In short, they are
required to be projective, empathetic and full of emotion. In context with Sports love, HR
director is required to bring confidence and positive environment in an organisation.
Concentration: For being active listener and speaker, an employee of the Sports love is
required to bring concentration and positive attitude, behaviour and personality. There are
various activities such as reading, meditation, brain exercises etc. which would definitely help in
an individual development and communication potential. For Sports love, concentration can be
arrive from listening to any speaker carefully and with full focus and actively.
The characteristics of an effective good speaker are as follow:

Confidence: To speak in public and meeting, confidence is the pre-requisite for speaker.
Confidence build morale, power of interaction and speak-up ability in an individual. In context
with business organisation, speaking in the meeting is most difficult for an individual. For this,
proper training and development is required.
Passion: An individual should consist of passion for speaking and addressing audience. It
is because passion leads to motivation and courage to speak and effective speaking leads to
positive impression from an audience.
Be yourself: While speaking, it is required that person should believe in himself and read
or speak proper vocabulary and words to an audience. It generally brings confidence and ability
to addressing own opinion, facts and matter in the public. For conduction of the meeting,
candidate should speak his own write-up or mater and ignore any kind of distraction.
TASK 2
3) Evaluate own strength and weaknesses in terms of communication, both orally and in writing
Before evaluation of own strength and weaknesses, it is required for every employee to
do their own performance appraisal and review. Suppose, being as an employee of Sports love, it
is necessary to conduct evaluation of self strength and weaknesses to enhance work and task
accountability and maximum customer satisfaction and experience to the company's products or
services. In Sports love, I am working as management trainee and joined just 5 months back and
also in the learning process and function. To evaluate own strength and weaknesses, a proper
structure is required is to be drawn and analyse which is as follow:
Modes of communication Strength Weaknesses
Orally My one of the strength is
speaking skill and abilities. I can
communicate to anyone without
pressure, fear and discomfort. In
orally, I can easily talk to my
colleagues and even unknown
person. Along with speaking, I
have good interaction and
motivation to others or my
Listening ability is the major
weakness of mine. I used to avoid
the common and important
message more easily. Lack of
concentration and focus towards
listening is also there. This is
because; I am very impatient
person who cannot focus on one
thing for long period of time. I

colleagues(Armstrong, 2015). need to work upon
communicating with our
customer's to generate business
for an organisation. While talking
to customers, sometimes it is not
possible for me convey what we
as company will offer to them and
benefit to them.
Writing My major strength in writing
communication is my English
vocabulary and use of grammar. I
am very much efficient in writing
long message and information
and my handwriting is quite good
and easily understandable. It can
be judged and noticed without
any barrier and critic. I am very
much frequent over the
The speed of writing of any letter
is bit slow. As a result of this, it
would be difficult for me generate
and provide relevant message in
early time. It has led trouble to
me such as message has not
delivered on time or clients have
cancelled over projects. One of
my weakness lies in improper use
of marks, line spacing, heading
and This can lead to barrier in
communication through letter,
application or report.

CONCLUSION
From the above report, it is concluded that human resource is an important aspect of
every organisation. It has made companies and firms working more efficiently and effectively.
Communication has become useful and desire for an individual person and team working in an
organisation. Any kind of impact on communication would lead to failure in the working of an
organisation. It is necessary to remove barrier to the communication and take step and
appropriate action to overcome such barriers in the shorter period. Evaluation of own strength
and weaknesses is required to enhance performance and work suitability for the long period of
time.

REFERENCES
Books & Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal. 55(6). pp.1264-1294.
LATHAM, G. P. and ARSHOFF, A. S., 2013. The relevance of goal setting theory for human
resource management. In New developments in goal setting and task performance (pp.
355-366). Routledge.
Andreeva, T. and Kianto, A., 2012. Does knowledge management really matter? Linking
knowledge management practices, competitiveness and economic performance. Journal
of knowledge management. 16(4). pp.617-636.
Galli, A. and et. al., 2012. Integrating ecological, carbon and water footprint into a “footprint
family” of indicators: definition and role in tracking human pressure on the planet.
Ecological indicators. 16. pp.100-112.
Wood, S. and et, al., 2012. Enriched job design, high involvement management and
organizational performance: The mediating roles of job satisfaction and well-being.
Human relations. 65(4). pp.419-445.
Bloom, N. and et. al., 2012. Management practices across firms and countries. Academy of
Management Perspectives. 26(1). pp.12-33.
Schaufeli, W. B. and Taris, T. W., 2014. A critical review of the Job Demands-Resources Model:
Implications for improving work and health. In Bridging occupational, organizational
and public health (pp. 43-68). Springer, Dordrecht.
Jennings, B. and Stadler, R., 2015. Resource management in clouds: Survey and research
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