HR Management Report: Relationship Management & Communication

This report delves into two scenarios within Human Resource Management (HRM). The first scenario explores Relationship Management Competency, its significance in streamlining HR functions, and its application in vendor relationships and conflict resolution between the HR and IT departments. It emphasizes the role of the HR Director in mediating conflicts and utilizing behavioral competencies. The second scenario focuses on internal communication strategies, highlighting the benefits of team engagement in communication changes, the segmentation of the communication process through various technologies like web conferences and intranet pages, and the importance of employee feedback, cross-cultural communication, and the role of the HR Director. The conclusion underscores the importance of leadership skills, relationship management, and effective internal communication for organizational success. The report analyzes the importance of team work, leadership skills, and communication technologies.

Running head: HR MANAGEMENT
HR Management
Name of the Student
Name of the University
Author Note

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Introduction
The following paper discusses on the two scenarios regarding the human resource
management and the related questions. The Relationship Management Competency and its
implications are the topic of the first scenario. The second scenario is based on the internal
communication between the employees and managers. All these things are major parts of the
HRM process.
Situation One
Question No 1
The Relationship Management Competency is used when the HR professionals would
need to make the HR functions smooth all the time. The HR process is quite a complicated one
and the HR professionals will have to utilize this tool in order to increase the effectiveness of the
organization (Collings, Wood and Szamosi 2018). The business transactions could be highly
consolidated if the HR management of the organization could utilize this tool of Relationship
Management Competency. The quality of the organizational operations is also maintained in this
section as well. The HR department will look to keep it smooth when they deal with the suppliers
and other stakeholders (Bratton and Gold 2017).
Question No 2
The major software vendors for the HR department will look to implement the best
software applications to keep a strong relationship between the customers and the several staffs
of the HR department (Goddard et al. 2012). The Relationship Management Competency tool
could be used for the betterment of the process and this is the very rational of why the vendors
are making the contract with the organization to keep the process going very smoothly. The

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purpose of this contact is to maintain a healthy professional relationship that would cater to the
success of both the parties. This will provide good solutions to the other departments as well
(Collings, Wood and Szamosi 2018).
Question No 3
The most perfect conflict resolution strategy has been used here that includes the powers
of the IT department to collaborate with the HR department. The IT department is of the opinion
that another vendor should be appointed (Goddard et al. 2012). The HR department should opt
for the ways of providing a special role for all the IT employees. The IT leader should be able to
give his or her opinion in the meetings. The representatives of the IT department would also be
present in the negotiation policies and the post-contract implementation process. It is appropriate
because the both IT and HR department can come to an unanimous decision as a result of this
strategy (Wang and Feng 2012).
Question No 4
The HR Director is a very important person in this scenario for the negotiation of the
conflicts. The role of the HR Director has been monumental for the implementation of the
programs. In this context, it can be said that the HR Director will go on to make sure that the IT
department will cooperate with the different matters. It is very important since the disagreement
in the decisions between these two departments can seriously affect the cause. She will ensure
that the IT department leader will collaborate in the process for the selection of the vendors.
Question No 5
The different behavioral competencies have been used in this matter since the conflicts
were to be negotiated urgently to resolve the disputes (Wang and Feng 2012). The collaborative

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working has been put into practice because it would be impossible if the different departments of
the same organization would not collaborate. The professional relationship between the two
departments will have to be kept since it is a very integral process. The proper leadership skill of
the HR Director has been seen in this process. This is one of the examples of her expert
managerial competency (Goetsch, and Davis 2014). Thus the strategic planning expertise of the
Hr Director has also been reflected in this manner.
Situation Two
Question No 1
There are certainly various benefits if the team is engaged in tackling this communication
change process. It has to be said that the organization will implement these changes by sending
emails to all the employees. The various issues will be discussed in the meetings and the most
effective ways of implementing this change process will be implemented. If the entire team is
engaged in this process it will be beneficial for the team in many ways (Goetsch, and Davis
2014). The team will be able to analyze the information needs, make a brief outline of all the key
points. Thus it can be said that the effective teamwork is perfectly reflected in as a part of the
communications management principle. The effective and participative leadership style is also
practiced in this section.
Question No 2
The communication process will be broken into the multiple segments. It will have some
advantages indeed. The arrangements of the web conferences, interactive sessions between the
managers and the employees and different other things are very much needed in this changing
communication process (Buell 2012). The internal reviews by the managers and the feedbacks

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from the employees will be very much important at the different levels as well. The emails will
be sent to all the employees and this will be extremely important to know about the feedbacks
from the employees in the best ways. The intranet page of the organization will effectively
eradicate the challenges being faced by the organization at different levels (West 2012).
Question No 3
The various communication technologies have been used in this situation and the use of
these communication technologies will put up the advantages as well. In this context it can be
said that the opening of the intranet page will let the employees know about the changes that will
take place within the organizations (West 2012). The internal reviews will be helpful when the
benefit specialist will draft the emails to all the employees about the kind of particular changes.
The organization will achieve the success by this coordination process (Martin and Nakayama
2013).
Question No 4
This communication process through the feedbacks will be very important for the
development of the employees and their knowledge about the changes (West 2012). The cross
cultural communication will have a large impact on the employees. The ethnic identities of the
employees will be respected and the role play in the identity is definitely recognized as well. The
feedbacks from the employees will definitely improve the communication between the
employees and the managers (Martin and Nakayama 2013). Thus the employees would be
largely benefitted indeed. The employees would be able to know of their identities and they can
surely communicate with the persons with the people belonging to cross cultures.

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Conclusion
As per the discussions on the questions and answers it can be concluded that the
leadership skills and application of the Relationship Management Competency are very
important things for the leaders to succeed. The impact of the proper communication within the
management will be very important for the organizations to succeed.

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References
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Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
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Goddard, M.G.J., Raab, G., Ajami, R.A. and Gargeya, V.B., 2012. Customer relationship
management: a global perspective. Gower Publishing, Ltd..
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
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Martin, J.N. and Nakayama, T.K., 2013. Intercultural communication in contexts. New York:
NY: McGraw-Hill.
Wang, Y. and Feng, H., 2012. Customer relationship management capabilities: Measurement,
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West, M.A., 2012. Effective teamwork: Practical lessons from organizational research. John
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