HRM Training Program Analysis: Communication and Employee Benefits

This assignment analyzes a human resource management (HRM) training program, addressing issues of micromanagement and communication gaps within an organization. The solution proposes training programs focused on improving interpersonal communication between managers and employees, emphasizing the importance of strong relationships and clear communication channels. The analysis highlights the need for managers to effectively communicate top-level strategies and plans to employees, ensuring that each employee is accountable to a single manager. Furthermore, the assignment discusses strategies for communicating changes to employee benefits, training opportunities, compensation plans, and succession plans, emphasizing the importance of direct and customized communication methods. The document references several academic sources to support its arguments and recommendations for effective HRM practices.

Running Head: Human Resource Management
Human Resource Management
Question-Answer
System04104
2/23/2020

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Answer-1
(Training Program on Effective Management)
In the given case, it has been mentioned that how a former employee complaint about
the micromanagement of two managers. It means here the management is lacking to establish
a good relationship with employees in order to give command and allow them to freely
perform their tasks on their projects. Therefore, it is essential for the top management to
conduct effective training programs for the managers to ensure an effective management in
the organisation.
In such a case, I would like to prefer give importance on advanced interpersonal
communication between manager and employees. This will reduce the time and effort in
taking decisions regarding the project information that has been given to the employees.
However, the one thing that is very important regarding effective communication can be
considered as strong relationship between manager and employees. For such thing, a top
manager can prefer those training programs, which can help the management to establish a
good relationship between employees and manager1. In the given case, the communication
gap between employees and manager is the major problem for the organisation because plans
of top management were not properly communicated by the departmental or micro managers
to the employees. It is also noticeable in the case that how a single employee was accountable
for responding two micro managers that delay the work in project and take too much time in
communicating about the work. Therefore, the trainer can remove such type of practices in
the organisation and make sure that every employee will only be responsible for a single
manager rather than two or three2. Another thing that can be included in the training program
1 Aruna, Devi and Nandhini. "Role of Human Resource Management, 5171-5176
2 Milner, Julia, Grace McCarthy, and Trenton Milner. Journal of Management Development, 2018.

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is to train the managers how they can communicate the idea and planning of top management
to the employees. For the success of an organisation, it is essential for the organisation to
promote the teamwork and cooperation from both upper and lower management in order to
achieve the goals of the organisation3. For such thing, a strong relationship-building program
in training helps the managers and employees both to improve the communication between
them. The trainer can also set the accountability of managers to provide the information
generated at top level to the lower level or departmental employees, which can help the
employees to know about the intentions and plan of the top management. It also helps to set
the roles of every employee in the on-going project and how they can help the organisation to
achieve the long-term goals with the help of micro and departmental mangers.
Answer-2
(How to communicate to the employees about changes to benefits, training
opportunities, compensation plans, and succession plans)
In the given case it has been noticed how employees were failed to get information
about various benefits program of organisation and lack of communication between managers
and employees was the major problem behind this. To communicate about the change
benefits for the employees, it is first essential to aware them about the change because these
kind of changes help them to motivate in the organisation4. A part from this, a manager or
line manager can also help the employees to know about the benefits that are included in their
salary or compensation packages. In such a scenario, the role of effective communication
3 Paul "Social media, knowledge sharing, and innovation: 796-816.
4 Alfonso Gil and Mara Mataveli. Industrial and Commercial Training (2016).

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between management and employees is crucial for the success of the organisation.
Sometimes, employees need to be shown that how their benefits work together for their
family members and for the employee himself. The second thing is relate to training
opportunities, which is essential for growth and development of an employee. Apart from
this, organisation can also help the employees to get the information about training
opportunities from the main and telephone calls. However, direct communication with
employee from the top management can be beneficial to convince the employees that how
training can help the employees to improve their skills5.
The management can also help them to understand why they should participate in the
training programs and how training can help them to enhance their capabilities to perform.
However, the management can communicate about the communication pans through personal
communication like e-mails or through official letter because the compensation plan needs to
be secret for the employees6. Sometimes, customized communication is necessary for the
organisation to develop a crucial business strategy around the benefits plans. Succession
plans give a huge level of benefits for the organisation because it opens the options or choice
for a single job in the organisation. The best way to inform about succession plan to the
employees to talk directly to the employees that how they can take the senior post or can
perform multiple of jobs in the organisation that can enhance the importance of the employee
for the organisation.
5 Rebecca Kehoe and Patrick. Journal of management : 366-391.
6 Steven, Boersma, Michal William and Michael. Journal of occupational rehabilitation: 150-159.

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References
Devi, A. Aruna, and P. Nandhini. "Role of Human Resource Management In An
Organisation." Our Heritage 68, no. 1 (2020): 5171-5176.
Gil, Alfonso J., and Mara Mataveli. "Rewards for continuous training: a learning organisation
perspective." Industrial and Commercial Training (2016).
Kehoe, Rebecca R., and Patrick M. Wright. "The impact of high-performance human
resource practices on employees’ attitudes and behaviors." Journal of
management 39, no. 2 (2013): 366-391.
Leonardi, Paul M. "Social media, knowledge sharing, and innovation: Toward a theory of
communication visibility." Information systems research 25, no. 4 (2014): 796-816.
Linton, Steven J., Katja Boersma, Michal Traczyk, William Shaw, and Michael Nicholas.
"Early workplace communication and problem solving to prevent back disability:
results of a randomized controlled trial among high-risk workers and their
supervisors." Journal of occupational rehabilitation 26, no. 2 (2016): 150-159.
Milner, Julia, Grace McCarthy, and Trenton Milner. "Training for the coaching leader: How
organizations can support managers." Journal of Management Development (2018).