HRM Report: Public Relations Officer - HRM Strategies and Analysis

This report delves into the key aspects of Human Resource Management (HRM) by focusing on the creation of a new Public Relations Officer position within a company. The report outlines a detailed job description and specification for the role, emphasizing responsibilities such as managing public relations activities, strategic and crisis communication, and representing the company in various forums. It further explores employee compensation programs, proposing a competitive remuneration package that includes base salary, allowances, and incentives to attract and retain top talent. Additionally, the report discusses the implementation of a rigorous performance appraisal program, detailing the frequency, parameters, and the importance of regular evaluations for the Public Relations Officer. Finally, it addresses critical HRM issues, such as conflict management, cross-cultural relations, and employee retention, highlighting the importance of addressing these issues to ensure employee motivation and long-term commitment within the organization. The report uses scholarly references to support the concepts discussed.

Running head: HRM 1
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Name
Institution

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Job Analysis, Job Descriptions, and Specifications
If I were to create a new job post, it would be that of the Public Relations Officer. Since I
joined this company, there has never been a Public Relations Officer. The public Relations
Officer has got a particular job description and specification that befits him or her. The Public
Relations Officer is supposed to be responsible for all the Public Relations (PR) activities within
the company. He or she should maintain the company’s reputation by doing the following:
organizing for campaigns, strategic communication, and crisis communication, handling public
inquiries, managing the social media, executing marketing research, representing the company in
conferences, press releases, workshops, and open days (Nolte, 2016). For one to qualify for this
job, one must possess a Bachelor’s or Master’s degree in Public Relations, Corporate
Communication or journalism. At the same time, one must have at least three years’ experience
in a similar organization. This is the right candidate that has the desirable attributes including
effective communication, organization, creative, Information Technology (IT), and interpersonal
skills. The candidate must meet all these qualifications.
Techniques, Considerations, and Designs of Employee Compensation Programs
The advent of IT has posed a serious challenge to many organizations. The office of the
Public Relations Officer has become a necessity because of the unlimited need for crisis and
strategic communication. For the company to attract and retain a talented PR expert, it must
come up with appropriate HRM strategies. Meaning, apart from creating a favorable and
supportive working environment, the personnel must be remunerated well. In this regard, to
achieve this, I plan to offer a remuneration package of $70. Apart from this, the employee will be

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entitled to additional allowances including house allowance, medical allowance, commuter
allowance, and entertainment allowance (Vanhala & Ritala, 2016). At the same time, the
employee will be offered other attractive incentives such as parking spaces, medical insurance,
and pension schemes. Each of these will be subject to the competence, qualification, experience,
and the performance of the worker.
Techniques, Considerations, and Designs of Performance Appraisal Programs
As a HRM, I acknowledge that the employees should be regularly appraised. Appraisal is
essential because it assesses the level of performance of the employees. It can also enable the
management to identify any weaknesses that might require some reinforcement (Komissarova &
Zenin, 2016). The new Public Relations Officer will undergo a rigorous performance appraisal
program. In the program, I plan to conduct the appraisal after every six months. This is a critical
position that requires a regular appraisal. During the appraisal, a parameter will be set upon
which it will be based. Among the issues to appraise include communication, use of social
media, team management, relations with the public, and customer perception towards the
company. Any weak areas must be adjusted.
Issues in Human Resource Management
HRM is not a simple task. It is quite challenging because of the difficulty of the nature of
activities involved. In this organization, there are various issues that are faced in the process of
the management of the workers. Some of these issues include conflict management, cross-
cultural relations, and retention of the employees (Vanhala & Ritala, 2016). Each of these issues
will be put into consideration and properly handled to ensure that the Public Relations Officer is
motivated and retained within the organization for the longest time possible.

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References
Komissarova, N. V., & Zenin, S. S. (2016). Legal fundamentals of effective performance
appraisals. International Journal of Applied Business and Economic Research, 14(9),
5767-5778.
Nolte, L. W. (2016). Fundamentals of public relations: professional guidelines, concepts and
integrations. New York: Elsevier.
Vanhala, M., & Ritala, P. (2016). HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology, 31(1), 95-109.