Communicating Human
Resource Programmes
HRM 280
Unit 2
Learning Outcomes
At the end of this lesson, you should be able to:
1. Explain the significance of communication in
HRM programmes
2. Describe the guidelines in communicating
Human Resource Programmes
3. Discuss and illustrate the important trends
influencing HRM.
Introduction
Communicating HR programmes has been
compared to the marketing of a new product –
so that is interesting, catching, standing out of the
rest and create demand for it.
Communication is more than just talking,
speaking and reading but the transfer of
information that is meaningful to those involved.
Communication in HRM is for the purpose of
conveying information, assuring of understanding,
to cause people to act or to persuade people
change their current stand.
Communication
Guidelines in HRM
Programmes
Language must be that which will be understood by
everybody concerned. Avoid communicating in peer groups
or “privileged class” language.
Periodically reinforce employee communications or else
information may be forgotten.
Anticipate employee reactions to communications and act
accordingly.
Communication
Guidelines…
Do not ignore the cultural aspects of communication. Be careful
with words, symbols and expressions, as workforce now is culturally
sensitive
Back up Communication Management action – consistency in
word and actions
Transmit information and not just data i.e. Data can be composed
of facts that describe people, places, things or events that have not
been interpreted.
Environmental Influences
on HRM
HRM is affected by both internal and external
factors.
1. Internal Factors
People - are the key to any personnel situation.
Individuals are unique; they differ in an almost
infinite number of respects including physical
attributes, intelligence, personality and character.
Physical Factors - These factors include every
physical conditions impinging on a situation. I.e.
temperature, visual appearance and audible
sounds that affect personnel
Internal Factors contd…
Physical factors also include production
techniques, advanced technology, types of
equipment methods and procedures’ space and
location, physical plant and the nature of the
work itself.
Functions - functions that managers Perform
(Planning, Organizing, Directing and Controlling)
both inside and outside the organization are
constraints on the effectiveness of management
as others react to these functions i.e Union
Management Agreements.
Internal Factors Contd…
Organization itself - When the objectives of
individuals and groups within an organization are
in opposition to its purpose, there is unrest,
inefficiency and protest.
The nature of the structure of the organization will
vary according to its purpose. Organizational
structure depends on tasks, people and functions.
External Factors
Factors external to an organization interact with
internal and organizational factors to affect HRM
Government Regulations -Laws and regulations
affect practically every aspect of HRM, from the
hiring of workers to the physical conditions of a
plant or office
Labour Laws - Government labour registration,
guidelines and court rulings attempt to protect
the welfare of employees and are intended to be
beneficial to society in general
External Factors Contd…
Social Responsibility - Prevailing social values
influence management to assume a socially
responsible posture. Many Company sponsored
programme contribute to the economic and
social welfare of the community.
Pressure Groups - Environmentalists, the civil rights
movements, feminists, aging citizens and variety
of other special interest groups bring pressure
upon organizations to support their causes. The
way in which the organization respond can affect
the way employees feel about management.
Politics - Factors associated with politics have
implications on HRM. i.e. COMESA Agreements
and EU regulations and initiatives
Trends Affecting Human
Resource Management
HR practices are affected by a number of trends in the global
environment such as;
1. Globalisation
2. Technology
3. Workforce diversity
4. Demographic changes
5. Economy
Globalization
Boarders are no longer barriers in the production
of goods and services and this has initiated rapid
growth in international trade
International trade has brought about more
competition, and more competition means more
pressure for organizations to lower costs, make
employees more productive, and to do things
better and less expensively.
Globalisation Contd…
HR managers must take cultural values into
account when trying to understand the
behaviour of people from different countries as
countries have different values, cultures, customs,
Legal, economic and political systems.
and ensure that employees with the appropriate
mix of knowledge, skills, and cultural adaptability
are available and ready to handle global
assignments
Technology
Technology has reduced the demand for
manufacturing jobs through automation and
increased competition at the same time
generated an increase in the demand for service
producing and technology positions.
Rapid technological changes and innovations
taking place all over the world has called for an
increase in the demand for technical Human
Resources. Hence, procurement of technically
skilled employees is necessary to match the
changing Job requirements
Technology Contd…
Technology has changed the way human
resource managers work.
Information can quickly and easily be
communicated via company Web sites and
intranets, e-mail, and messaging.
Human Resource Information Systems (HRIS) allow
HRM professionals to better facilitate human
resource plans, make decisions faster, clearly
define jobs, evaluate performance, and provide
cost effective benefits that employees want
Technology Contd…
Recruiting: Contacting a pool of qualified applicants
is one of the most critical aspects of recruiting. Word
of mouth, newspaper advertisements, and college
visits are often supplemented or replaced altogether
by job postings on the Internet.
Employee Selection: Hiring good people is
particularly challenging in technology based
organizations because they require a unique brand
of technical and professional skills.
Technology Contd…
Training and Development: The Internet has
provided HRM opportunities to deliver Web based
training and development to employees.
Communications: Information technology has
created opportunities where employees can
communicate with any individual directly without
going through channels. Instantly anytime, with
anyone, anywhere.
Workforce Diversity
Workforce Diversity refers to a workforce that is
heterogeneous; mix of males and females, whites
and people of colour, homosexuals and straights,
many ethnic and religious groups, the disabled,
and the elderly.
Managers today have found that employees do
not set aside their cultural values and lifestyle
preferences when they come to work.
Organizations need to be more accommodating
to diverse groups of people by addressing
different lifestyles, family needs, and work styles if
they have to be productive with increased profits
Diversity and HRM
As organizations become more diverse,
employers need to adapt their human resource
practices to reflect those changes. It requires
employers to be more sensitive to the differences
that each group brings to the work environment.
For instance, employers may have to shift their
attitude from treating everyone alike to
recognizing individual differences and responding
to those differences in ways that will ensure
employee retention and greater productivity.
Diversity Contd…
Employers must recognize and deal with the
different values, needs, interests, and
expectations of each group of employees
Actions that can be interpreted as being sexist,
racist, or offensive to any particular group must
be avoided. There should be no discrimination
against any employee.
Demographic Trends
(Change
Refers to all thein thewilling
people Labour
and able to work.
Force)
Internal labour force - consists of the
organization’s workers— its employees and the
people who have contracts to work at the
organization.
This internal labour force is drawn from the
organization’s external labour market, individuals
who are actively seeking employment.
Demographic Contd…
The number and kinds of people in the external
labour market determine the kinds of human
resources available to an organization (and their
cost).
Human resource professionals need to be aware
of trends in the composition of the external labour
market, because these trends affect the
organization’s options for creating a well-skilled,
motivated internal labour force.
Economic Trends
Economic conditions influence financial “health”
of the organization. Under favourable economic
conditions, expansion of existing programs and
creation of new programs are very likely.
The labour market (supply and demand of labour)
inflation, Global Recession, Wages, Gross
domestic product and unemployment have
varying impact on the human resources situations
in an organization.
Review Questions
Discuss how the trends in the global environment
affect the practice of Human Resource
Management
Describe the guidelines to be followed when
communicating Human Resource Programmes
Explain how the Internal factors of an
organization affect HRM
End