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This HCA-615: Human Resource Management and Marketing Communication Strategies course focus on essential managerial communication skills. Human resource topics include conflict management, negotiation, mediation, and coaching, as well as change management principles and the types of communication required for paradigm modification. Additionally, interdepartmental, cross-discipline, and external partner marketing topics are also included. Consumer communication and collaboration techniques are also discussed.
People often take communication for granted. However, communication is a crucial management component to any organization. When communication occurs, it generally happens in three ways namely: verbal, nonverbal, and visual.
Communicators constantly exchange information, meaning people always seem to be either receiving or giving information. Thus, understanding the different means of exchanging information is important especially in business and professional settings.
Verbal communication is the most obvious of the different types of communication. It uses the spoken word, either face-to-face or remotely. Verbal communication is essential to most interactions, but there are other nonverbal cues that help provide additional context to the words themselves. Therefore, pairing nonverbal communication with the spoken word provides a more nuanced message.
Nonverbal communication provides some understanding/insight into a speaker’s word choice. For instance, sarcasm, complacency, deception, or genuineness occur within nonverbal communication and are often communicated through facial expressions, hand gestures, posture, and even appearance, all of which can convey something about the speaker.
Visual types of communication include signs, maps or drawings, and color or graphic design. Generally, these reinforce verbal communication and help to make a point. Additionally, visual aids can also help a speaker to remember important topics, give the audience something to look at, and generally help convey the message being presented.
6 Effects of effective communication.
Effective communication may result in organizational success in many ways. It:
- Builds employee morale, satisfaction, and engagement.
- Enables employees to understand the terms and conditions of their employment and drives their commitment and loyalty.
- Teaches employees on the merits of remaining union-free (if that is the organization’s goal).
- Gives employees a voice. That is an increasingly meaningful component of improving employees’ satisfaction with their employer.
- Helps to reduce the chances for misunderstandings and potentially reduces grievances and lawsuits.
- Improves processes and procedures and ultimately creates greater efficiencies and reduces costs.
What is a human resource strategy?
A Human resource strategy is a business’s overall plan for managing its human capital to align it with its business activities. Additionally, it also sets the direction for all the key areas of HR, including hiring, performance appraisal, development, and compensation.
Characteristics of human resource strategy.
The characteristics of human resources strategy include:
- It requires an analysis of the organization and the external environment.
- Takes longer than one year to implement.
- It shapes the character and direction of Human Resources Management activities
- Helps in the deployment and allocation of organizational resources (i.e. money, time, personnel)
- Incorporates the expert judgment of senior (HR) management.
- It is number-driven.
- It results in a specific behavior.
How to build a communication strategy.
When developing a communication strategy, employers start by linking communication to the strategic plan. This includes the organization’s mission, vision and value, its strategic goals and objectives, and its employment brand.
Effective communication strategies.
There are several effective communication strategies used for marketing in an organization. Some of these communication strategies include:
- Safeguarding credibility to establish loyalty and build trust.
- Maintaining consistency to establish a strong employment brand.
- Listening to employees and to members of the leadership team.
- Seeking input from all constituencies.
- Providing feedback and,
- Preparing managers in their roles as organizational leaders.