Q1.

State effective communication processes and importance of good

communication. Also identify suggestions for improving project
communication.

The Effective Communication Process:

The major steps involved in the effective communication process are Sender,
Message, Encoding, Communication Channel, Receiver, Decoding and Feedback.

Sender:
The person who intends to convey the message with the intention of passing
information and ideas to others is known as sender or communicator.
Message:
This is the subject matter of the communication. This may be an opinion, attitude,
feelings, views, orders, or suggestions.

Encoding:
Since the subject matter of communication is theoretical and intangible, its further
passing requires use of certain symbols such as words, actions or pictures etc.
Conversion of subject matter into these symbols is the process of encoding.
Communication Channel:
The person who is interested in communicating has to choose the channel for
sending the required information, ideas etc. This information is transmitted to the
receiver through certain channels which may be either formal or informal.
Receiver:
Receiver is the person who receives the message or for whom the message is meant
for. It is the receiver who tries to understand the message in the best possible
manner in achieving the desired objectives.
Decoding:
The person who receives the message or symbol from the communicator tries to
convert the same in such a way so that he may extract its meaning to his complete
understanding.
Feedback:
Feedback is the process of ensuring that the receiver has received the message and
understood in the same sense as sender meant it.

Importance of Good Communication

Effective communication is an important element of success for every organization,

leader, manager, supervisor, and employee. An organization whose people
communicate effectively experiences fewer of the misunderstandings that create
friction between people, waste time, and cause mistakes. Employees listen to
customers and in return employees should be clear and persuasive in describing
their company’s products and services.
Good communication skills also give people an edge in getting the jobs they want
and help them move up the ladder to better-paid positions. Communication skills
are important in contemporary work environments are employers look for such
skills in their employees. Employers value people who can figure things out and
communicate their findings to others.
Communication skills not only help us get the job we want but also help us in being
successful in that job. The people who are successful in their personal life or
professional life are due to that fact that they know how to implement the models
of communication to get their ideas across, to advance their missions, to engage
others, and to enlist people’s support. People with effective communication do not
waste time with rambling and idle chatter. Their messages are well thought out and
focused on results. Communication skills are an essential element of leadership
also. Scholars have known for a long time that effective leaders excel at
commanding purpose, ideas and direction to others. Effective leaders are all clear
and consistent in their communications and quality that inspires confidence in
others.

Suggestions for improving Project Communication

 Give Priority to Communication – Communication should be front and

center in all project planning. Make a conscious effort to engage in a
communication strategy.
 Don’t assume you know everything – If you’re struggling in a particular area,
seeking help from others with more experience is advisable. Emphasize that
communication is a two-way street, and allow stakeholders to offer their
views when appropriate.
 Keep things positive – Don’t hide negative news, but avoid gloom-and-doom
updates to stakeholders who may already be nervous about the project’s
progress. Share information that tells them what they need to know.
Explain problems or setbacks clearly, but be sure to include the solutions, as
well.
 Switch up the communication channels – Weekly emails are great, but also
include face-to-face updates and phone calls, or new charts, graphs and
 images to keep communications fresh, and help recipients pay attention to
the details.
 Keep updates timely and concise – Don’t overwhelm stakeholders with
details. Instead, keep project updates clear and concise. But, make sure
stakeholders know what they need to know in the appropriate time frame.

Q2. Differentiate between Recruitment and Selection with suitable

examples.

Basis Recruitment Selection

Meaning It is an activity of It is a process of picking

establishing contact up more competent and
between employers and suitable employees.
applicants.

Objective It encourages large It attempts at rejecting

number of Candidates for unsuitable candidates.
a job.

Process It is a simple process. It is a complicated

process.

Hurdles The candidates have not Many hurdles have to be

to cross over many crossed.
hurdles.
 Approach It is a positive approach. It is a negative approach.

Sequence It proceeds selection. It follows recruitment.

Economy It is an economical It is an expensive

method. method.

Time Less time is required. More time is required.

Consuming

Q.3 Employment training is a process of imparting knowledge, skills and

abilities in employees. Identify the future trends that are likely to
influence on training. Also discuss future trends that may impact training
delivery methods and administration.

Training for skills has become much more complex, with the excess of
training products and methods being available in the Talent
development space. Gone are those days when the only skills training
methodology used to be vastly Instructor led, using an AV or two,
followed by a role-play session, and a couple of training games. Suddenly
the learners had to form an ad hoc task groups to create innumerable
presentations, while the winning team used to be rewarded with a box
of chocolate, during those days.
The challenges witnessed in assessing skills development in non-formal
training sessions are:
  Since non-formal training sessions don't necessarily lead to a
certification, to measure the training effectiveness becomes a
major challenge.
 These days, lot of learnings are gamified (websites like mindtickle,
meadiaspark, articulate), naturally the skilling happened, or not
happened during the session can be felt by the candidate, resulting
into unchanged skill level affecting stakeholder relationship.
 Skills like Team-bonding are many a times facilitated with activities
like 'Battle Simulation', river rafting, tug of war. It's been observed
with various groups, that immediately post activity, the
participants have gone back to their natural style of working in silo.
 Even while administering assessment tools to check skill levels, the
facilitators find people behaving the ideal way during the skill audit,
& move back to their original skill levels afterwards.
 The audience, at times has learned to tweak the Skill test results by
judging the ideal answer from their previous learning experiences,
leading to incorrect assessments.
Today's workforce is much smarter. They're hand-picked by the
Companies after rounds of interviews, equipped with smartphones and
laptops, well-informed; by courtesy the internet, & media, & well paid.
Now, the functions like Sales, Operations, Product research &
development, HR/OD, & Finance offer tremendous learning
opportunities to hone the necessary skills. Trainings are done in-house
by a team of specialists, or outsourced to the Training Consultants. A
thorough Training Need Analysis gets done with every concerned
individual, includes a lot of assessment tools; like, Kenexa, Lumina Spark,
DISC, HR Chally, MBTI, et al. These tools give the training facilitators, a
clear idea about their Personality portrait including overextended
persona, Leadership & learning styles (both natural and adopted).
For a training facilitator, it becomes crucial to do a lot of background
preparation for the audience. For a functional team, it's becoming
impossible these days to absent themselves for an entire day's work
dedicated to classroom training. Thus, skills training is becoming more
segmented, social, experiential (best practice sharing), and less formal.
To assess the skills during a training session, instead of putting them
through a questionnaire, it's easier for all if they go through a simulator.
It can be a shared case study, enacted by the teams, instead of a scripted
role-play.
Various functions go through skilling in business communication, in
negotiating with clients or stake holders (both internal & external), in
presentation & analytic skills, in conflict management, team-bonding,
coaching & selling skills. The Facilitator should allow the participants to
acquire skills by sharing amongst themselves, instead of putting in a lot
of training content, the facilitator needs to bring out the best from the
candidate, during the session.
Social media can also be utilized to train or assess skills. The concerned
participant or the facilitator can put up a question for a peer group,
which can be answered by any one. Once it becomes a discussion-thread,
the comments start attracting different and intelligent viewpoints.
Nowadays, to assess skills, there are different IT platforms available.
From Companies like Microsoft, SAP, Callidus, Atos, there are good
number of Sales Performance Management, & coaching tools are readily
available. And, to know the current skill level of diverse teams, the good
old Mystery shopping technique is a must inclusion to any Skills
development assessment program.