Table of Content

Topic Page
1. Applying few of the functions of HR how may Human
Resource Management improved the 90% components
below the Iceberg model theory where they may lead to non-
performance/unclear competency.
Introduction of Iceberg in Human Resource Management 2
1.1 Recruitment and Selection 2-5
1.2 Performance Management 6
1.3 Employee Engagement 7
1.4 Career Planning and Succession Management 7
1.5 Employee Assistance Programs (EAPs) 8
1.6 Recognition and Rewards 8
Conclusion 9
2. Describe how may focusing on communication as an
important tool in human resources management because of its
critical role in the survival management, competitiveness, and
the development of organizations as a core competency.

2.1 Introduction of Communication in Human Resource 10

Management.
2.2 Alignment of Organizational Goals and Employee Efforts 11 -12
2.3 Employee Engagement and Morale
2.4 Conflict Resolution and Employee Relations 12 13
2.5 Change Management 13
2.6 Employer Branding and Recruitment 13- 14
2.7 Training & Development 14
2.8 Performance and Feedback Management 15
2.9 Crisis Management 16

2. Conclusion 17
3. References 18

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 1. Applying few of the functions of HR how may Human Resource
Management improved the 90% components below the Iceberg model
theory where they may lead to non-performance/unclear competency.

Introduction:

The Iceberg Model in Human Resource Management is a powerful metaphor

that highlights the hidden aspects of an employee's performance and behavior
in the workplace. While the visible 10% represents observable actions, the
remaining 90% beneath the surface encompasses crucial factors such as
interpersonal skills, team player, attitudes, values, achievement, and
performance that significantly influence an employee's performance and can
lead to non-performance or unclear competencies. HR can apply various
functions and strategies to improve the 90% components of the Iceberg Model
and address potential non-performance or unclear competencies. Here are
some key HR functions and their potential impact:

1.1 Recruitment and Selection:

One of the fundamental steps in addressing the hidden components of the

Iceberg Model is through effective recruitment and selection processes, It will
impact an organization’s success by bringing in qualified and motivated
individuals. An effective recruitment and selection process involves
meticulous planning, targeted sourcing, comprehensive assessments, and
thorough evaluation to ensure the right fit for the organization's culture and
requirements. By aligning job descriptions and selection criteria with the
organization's specific needs, HR can identify candidates who possess the
right competencies and motivations for the role. Additionally, using behavioral
interviewing techniques during candidate assessments allows HR to delve

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deeper into past behaviors and experiences, providing valuable insights into
the candidates' underlying competencies and attitudes.

The key components of recruitment and selection are:

Job Analysis and Planning:

The recruitment process begins with a comprehensive job analysis. HR can

work closely with hiring managers to understand the job requirements,
responsibilities, and qualifications needed for the position. This analysis helps
in creating detailed job descriptions and specifications, which form the
foundation for attracting suitable candidates.

Sourcing Candidates:

HR employs various methods to attract potential candidates. Traditional

methods include advertising job openings on company websites, JobStreet,
and newspapers. Additionally, social media platforms and professional
networking sites are leveraged to reach a broader audience. HR may also use
employee referrals, internal job postings, and recruitment agencies to identify
suitable candidates.

Screening and Shortlisting:

Once applications are received, HR screens them to ensure they meet the
basic job requirements and qualifications. Shortlisting involves narrowing
down the candidate pool to those who closely match the job criteria. This
stage may involve initial phone interviews or automated screening tools to
efficiently identify potential candidates.

Interviewing:

Interviews are a crucial part of the hiring process. There’s so much that can
go wrong resulting in you either hiring the wrong candidate or losing the best
hire on your interview list. Knowing and implementing effective interview
techniques will strengthen your interview skills, resulting in far more
successful hires. It’s essential to consider the interview in context, thinking
about the details to plan ahead. The types of interviews are:

Behavioral Interviews: Focus on past behavior to predict future performance.

For example, if an element of your company’s culture is the drive for creativity,
your questions could revolve around how to gain inspiration when their
creative juices aren’t flowing.

Structured Interviews: Ask all candidates the same set of questions in a

standardized order. The interviewer collects the responses of the candidate
and grades them against a scoring system. For example, you can ask the
candidate “What are the advantages and disadvantages of the accounting
software you used in your last job?”.

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Panel Interviews: Involve two or more people to interview candidate at the
same time. Panel interviewers can include supervisors, managers, HR and
decision makers within an organization. This gives a chance to all interviewers
to access different aspects of the candidate’s personality and an opportunity
to discuss the candidate’s qualifications, behavior, work experience and a
potential future. As a result, a panel interview minimizes any bias that could
hinder the hiring process.

Assessment and Testing:

Depending on the nature of the job, candidates may undergo various

assessments and tests to evaluate their skills, abilities, and cognitive
capabilities. These can include Psychometric Tests, Technical Tests and
Simulation Exercises.

Reference Checks:

Typically conducted near the end of the recruitment process, asking the right
questions during a reference check can help ensure you make the best hire
possible. HR may conduct reference checks to verify a candidate's work skills,
performance, and demeanor. This step provides valuable insights into a
candidate's past behaviors and experiences with the previous employer and
predict success in his/ her new job.

Background Verification:

A background check are often requested by employers on job candidates for

employment screening, especially on candidates seeking a position that
requires high security or a position of trust, such as in a school, courthouse,
hospital, financial institution, airport, and government. To ensure the accuracy
and truthfulness of the information provided by candidates, HR may conduct
background checks, including criminal record, educational qualification
verification, and employment history verification and other activities from their
past.

Offer and Onboarding:

Once the most suitable candidate is identified and selected, HR extends a job
offer, including details such as salary, benefits, and other terms of
employment. After the candidate accepts the offer, the onboarding process
begins to integrate the new employee into the organization effectively.

Recruitment and selection are foundational HR functions that impact an

organization's success by bringing in qualified and motivated individuals. An
effective recruitment and selection process involves meticulous planning,
targeted sourcing, comprehensive assessments, and thorough evaluation to
ensure the right fit for the organization's culture and requirements. By
continuously improving these processes, HR can build a talented and diverse
workforce that drives organizational growth and achievement.

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Training and Development:

Training and development is a crucial function within Human Resource

Management that aims to enhance the skills, knowledge, abilities, and
competencies of employees. To bridge the competency gaps and enhance
motivation among employees, HR should focus on comprehensive training
and development initiatives. Conducting regular competency assessments
helps identify specific skill gaps and areas requiring improvement. HR can
then design and offer targeted training programs to address these identified
gaps and foster professional growth. By equipping employees with the
necessary competencies, organizations can boost overall performance and
drive success. Here are some examples of training and development
initiatives:

Onboarding Programme: When new employees join the organization,

onboarding programs can help them acclimate to their roles, understand the
company culture, and become familiar with the organization's policies and
procedures. This may include orientation sessions, introductions to team
members, and an overview of job responsibilities.

Technical Training: For some positions that require specific technical skills,
organizations may conduct technical training sessions. For example, software
developers may receive training on the latest programming languages or tools,
while engineers may attend workshops to learn about new engineering
techniques.

Soft Skills Training: Soft skills, such as communication, teamwork, leadership,

and time management, are essential for employee success. Training
programs can focus on improving these skills, helping employees become
more effective in their interactions with colleagues, clients, and customers.

Managerial and Leadership Development: Managers and leaders play a

significant role in the organization's success. Development programs for
managers focus on enhancing their leadership skills, decision-making abilities,
conflict resolution, and team management. These programs prepare them to
lead teams effectively and foster a positive work environment.

Sales and Customer Service Training: Employees in sales and customer

service roles often undergo training to improve their selling techniques,
customer relationship management, and problem-solving abilities. These
programs help employees provide exceptional service and build strong
relationships with customers.

Training and development initiatives demonstrate an organization's

commitment to the growth and development of its employees. By investing in
these programs, organizations can improve employee performance, job
satisfaction, and retention. Additionally, well-trained employees contribute to
the overall success and competitiveness of the organization in the ever-
evolving business landscape.

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 1.2 Performance Management:

Clear performance expectations are crucial for addressing the hidden factors
impacting employee performance. HR should work closely with managers to
set well-defined and measurable performance goals that align with the
organization's objectives. By providing regular feedback and coaching, HR
can support employees in understanding not just their visible performance but
also address the underlying issues affecting their motivation and competence.
This fosters a culture of continuous improvement and employee development.
Here are some key elements with examples of performance management:

At the beginning of each performance cycle, employees and managers can

collaborate to set specific, measurable, achievable, relevant and time-bound
(SMART) goals. These goals must align with the organization’s strategic
objectives and the employee’s job responsibilities. For example:

• Sales representative: Achieve a 20% increase in sales revenue for Q4.

• Project manager: Complete the project within the allocated budget and
timeline while maintaining a high customer satisfaction rating.

Conduct performance reviews annually, semi-annually, or quarterly, from this

review can provide opportunities for managers and employees to discuss
progress toward their goals, strengths, areas for improvement, and career
aspirations. Effective performance management involves providing
constructive feedback and coaching to employees. Managers should offer
praise for achievements and provide guidance on areas that need
improvement. For example:

• Providing feedback on a completed project, highlighting the aspects

that were well-executed and offering suggestions for enhancing certain
elements.

• Offering coaching to an employee struggling with time management,

helping them prioritize tasks effectively.

In cases where an employee's performance is below expectations, a

Performance Improvement Plan (PIP) can be implemented. This plan outlines
specific actions and timelines for the employee to improve their performance.
Regular follow-ups are conducted to monitor progress. If performance does
not improve, further actions may be taken, including additional training or, in
extreme cases, termination.

Effective performance management fosters a culture of continuous

improvement, employee engagement, and alignment with organizational
objectives. By setting clear performance goals, providing regular feedback
and coaching, and offering developmental opportunities, organizations can
improve individual and overall performance, leading to increased productivity,
job satisfaction, and organizational success.

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1.3 Employee Engagement:

Employee engagement is the emotional commitment and involvement

employees have towards their work, organization, and its goals. Engaged
employees are passionate about their roles, actively contribute to the
organization's success, and are more likely to go the extra mile. Here are
some key aspects of employee engagement along with examples:

Organizations that promote open communication and transparency tend to

have higher employee engagement. When employees are kept informed
about company updates, decisions, and future plans, they feel valued and
part of the larger picture. For example, conducting regular town hall meetings
where senior leaders share updates and answer employee questions fosters
a sense of inclusiveness or conducting employee surveys to gauge employee
satisfaction, engagement, and motivation, helping HR to identify potential
areas of concern and disengagement. Always allow employees to contribute
their ideas, make decisions, and perform all their tasks with responsibility and
interest. Employees will make every effect to improve their performance with
effectiveness and efficient outcomes.

For example:

They can develop products and services that are extremely essential to the
organization since their worth to the organization is relatively necessary to the
organization’s growth. This will make employees feel psychological ownership
or feeling of responsibility to make decisions in the interest of the company.
Psychological ownership can lead to employees being empowered to create,
shape and take decisions to make their job duties. Thus, when employees are
empowered, their level of commitment to the organization will increase.

Besides that, Building a sense of camaraderie among employees fosters a

positive work environment. Organizations can organize team-building
activities, social events, and collaborative projects to strengthen bonds among
colleagues. Last but not least, A healthy work-life balance and a focus on
employee well-being contribute to higher engagement levels. Offering flexible
work arrangements, wellness programs, and employee assistance services
demonstrates that the organization cares about the holistic well-being of its
employees.

1.4 Career Planning and Succession Management:

Identifying and nurturing high-potential employees is crucial for talent

retention and organizational growth. HR professionals can create a structured
approach to identify individuals with high potential and develop customized
career plans for them. By offering growth opportunities and challenges,
organizations can ensure the continuous development of employees'
competencies, thus maintaining a talent pipeline for future leadership roles.

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1.5 Employee Assistance Programs (EAPs):

EAPs are workplace benefits designed to provide confidential and

professional support to employees facing personal, emotional, or work-related
challenges that may impact their well-being and job performance. EAPs offer
a range of services and resources to help employees cope with various issues
and improve their overall quality of life. These programs typically cover a wide
array of topics, including mental health, stress management, substance abuse,
work-life balance, financial counseling, and more.

Key features of EAP services are entirely confidential. Employees can seek
help without fear of their personal information being shared with their
employer. This confidentiality encourages employees to access the support
they need without concerns about potential repercussions. EAPs typically
offer a variety of resources, such as counseling sessions, helplines, online
tools, webinars, and self-help materials. These resources are often available
24/7, ensuring that employees can access support whenever they need it.
EAPs also cater a wide range of issues, including mental health challenges,
stress management, relationship problems, substance abuse, financial
difficulties and parenting concerns. Employees can receive assistance on
various personal and work-related matters. In summary, EAPs contribute to a
supportive and caring work culture, where employees feel valued and
supported by their employer. By addressing personal and work-related
challenges early on, EAPs can prevent these issues from escalating and
negatively impacting job performance.

Recognizing that employees' personal challenges can significantly impact

performance, HR can implement Employee Assistance Programs (EAPs).
These programs offer confidential counseling and support to employees
facing personal or work-related difficulties. By addressing these underlying
issues, HR can create a supportive work environment that enables employees
to perform at their best.

1.6 Recognition and Rewards:

Implementing meaningful recognition and reward programs is essential for

reinforcing positive behaviors and motivating employees to excel. HR should
design reward systems that not only acknowledge visible achievements but
also recognize employees based on their competencies and contributions to
the organization. Recognition can take various forms, like performance-based
bonuses, linking bonuses and incentives to performance goals and
achievements provide employees with tangible rewards for their hard work
and exceptional results. Performance-based bonuses can be tied to
individual, team or organizational achievements. Organization also can be
recognizing team achievements, personal achievements and Long service
awards through company events or team celebrations. A simple but heartfelt
thank-you note from a manager or leader is also a way to make an employee
feel appreciated and valued.

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All these types of recognition can create a positive environment and boost
employee morale, leading to higher job satisfaction. Motivated and recognized
employees tend to be more productive and go to the extra mile to achieve
their goals and the organization also can retain talented employees.

Conclusion:

Improving Human Resource Management across various functions is crucial

for addressing the hidden components of the Iceberg Model. By adopting
strategies such as competency-based hiring, targeted training, clear
performance expectations, employee engagement initiatives, and recognition
programs, HR professionals can unlock the potential of the 90% beneath the
surface. A well-rounded approach to HR management ensures a competent
and motivated workforce, leading to improved employee performance and
organizational success.

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2. Describe how may focusing on communication as an important tool in
human resources management because of its critical role in the survival
management, competitiveness, and the development of organizations as a
core competency.

2.1 Communication plays a crucial role in human resources management

(HRM) due to its impact on the survival, competitiveness, and development.

Mastering communication within an organization, especially one with intricate

hierarchies and various challenges, can prove to be a challenging endeavor
(Paul and Henry, 2013). Nevertheless, when effective communication is
achieved throughout all levels of the organization, it can significantly enhance
workflow and overall productivity. Paul and Henry (2013) highlighted the
following key points to emphasize the importance of communication in HRM:
You may proceed by presenting the importance of communication in HRM as
outlined by Paul and Henry in their research.

i. Communication encourages motivation by informing the staff about the

task to be performed, the way to perform it, and how its performance
can be promoted if it is not up to the mark.

ii. Communication is an information source for the decision-making

process of the organizational members, which helps to identify and
evaluate alternative actions.

iii. Communication sharpens the organization people’s perspective in the

handling of matters. Also, it plays a central role in changing the
attitudes and character of the employees. Organizational magazines,
journals, meetings and various other forms of oral and written
communication help in molding employee’s attitudes.

iv. Communication also contributes to socialization. The only presence of

another person promotes communication in today's life. It is also said
that without communication humanity and indeed the business
environment cannot survive.

v. Communication also contributes to the control process, as discussed

before. It helps in different ways to control the conduct of members.
There are different levels of hierarchy and certain principles and
guidelines that employees in an organization have to follow. They must
adhere to organizational policies, perform their role efficiently and
communicate to their superiors any work problems and complaints.
Communication therefore helps to control the management function.

Effective communication is the backbone of a successful workplace, fostering

a positive work environment, driving employee engagement, and aligning
organizational objectives with employee efforts. Here are some reasons why
communication is considered a core competency in HRM:

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2.2 Alignment of Organizational Goals and Employee Efforts:

The first step to align employee engagement goals and strategies is to define
and communicate the vision of the organization. This means articulating the
mission, values, and objectives of the organization, and how they relate to the
employees' roles and contributions. The vision should be inspiring, realistic,
and relevant to the employees' needs and aspirations. Communicating the
vision can be done through various channels, such as newsletters, town hall
meetings, webinars, or intranet platforms. The key is to make the vision
accessible, transparent, and engaging for all employees.

The second step to align employee engagement goals and strategies is to

involve and empower employees in the process. This means soliciting
feedback, ideas, and suggestions from employees, and incorporating them
into the decision-making and implementation of the goals and strategies.
Employees should feel that they have a voice, a choice, and a stake in the
organization's success. Involving and empowering employees can be done
through various methods, such as surveys, focus groups, brainstorming
sessions, or co-creation workshops. The key is to make the process inclusive,
collaborative, and respectful for all employees.

2.3 Employee Engagement and Morale:

Open and transparent communication fosters positive relationships between

employees and management. When employees feel informed, valued, and
heard, they are more likely to be emotionally invested in their work and the
success of the organization. HR plays a vital role in creating channels for two-
way communication, enabling employees to share their ideas, concerns, and
feedback.

Motivated employees are essential for every organization looking to increase

efficiency and boost productivity. This can be a particular challenge when
people worried about job security or when outside forces, such as the COVID
pandemic, make it hard to remain upbeat. Engagement is about connection
and motivation, while morale is more about personal attitude, about how
happy or sad we feel for instance. Morale can be fleeting, while engagement
tends to endure, that’s why employee engagement is so critical to long0term
success.

In year 1943, American psychologist Abraham Maslow proposed a hierarchy

of human needs, this concept remains popular today. Employee engagement
is similar to Maslow’s hierarchy of needs. The lower-level needs in Maslow’s
hierarchy correspond to areas like employee compensation and benefits, job
security, and a clear understanding of expectations. Above them are a sense
of belonging, being appreciated, and growth and development.

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For example, organizations can regularly hold town hall meetings where
senior leaders share updates on the company's performance, future plans,
and invite employees to ask questions. This open communication helps
employees feel valued and informed about the company's direction,
encouraging them to actively contribute to its success.

2.4 Conflict Resolution and Employee Relations:

Effective communication helps address conflicts and misunderstandings in the

workplace. The primary responsibility of HR in conflict resolution is to prevents
conflicts from escalating and becoming more significant issues that can affect
the entire organization. HR must acts as a mediator and facilitates open
dialogue between conflicting parties, promoting understanding and finding
amicable solutions. HR can also provide a neutral and objective perspectives
on the situation, which can help de-escalate conflicts and prevent them from
turning into personal attacks. Clear and transparent communication also helps
in managing employee relations issues proactively.

HR can also provide training to employees on conflict resolution skills, by

educating employees on how to communicate effectively, actively listen and
manage emotions. Training can also help employees to develop empathy and
understand different perspectives which can be invaluable in preventing
misunderstandings and disputes.

HR can play in conflict resolution is to developing and implementing policies

and procedures that promote fairness and respect in the workplace. HR also
can develop policies that address specific types of conflicts, such as
harassment or discrimination and provide clear guidelines for reporting and
addressing these issues.

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Last but not least, HR must be able to recognize when a conflict cannot be
resolved internally and when it is necessary to involve external resources. In
some cases conflicts may require legal action, HR must be aware of the
relevant laws and regulations and have the expertise to handle these
situations appropriately.

Like Example: Two employees in a team have a disagreement about the

allocation of tasks and start to have conflicts. HR can intervene, arranges a
mediation session, and facilitates open communication between the two
employees. Through this process, they come to understand each other's
viewpoints and agree on a fair task distribution, leading to improved team
dynamics.

2.5 Change Management:

Change management communication is an essential component of building

awareness and support for organizational change. It helps stakeholders
understand what is changing and why, and how it will specifically affect them.
It delivers timely information and materials to support key milestones, ensures
stakeholders receive consistent information about what is important to them,
and provides a mechanism to share feedback and ask questions.

Whether you are changing technology, business practices, leadership,

restructuring, mergers or new policies, change management communication
is essential to helping people move from where they are today to the desired
“future state.” HR needs to effectively communicate the reasons for change,
the impact on employees, and the desired outcomes. Clear and transparent
communication helps alleviate resistance, manage expectations and the
facilitate a smooth transition.

Example: When a company undergoes a restructuring process, HR

communicates the reasons behind the changes, how it will impact different
teams, and how the company plans to support employees during the
transition. This transparent communication helps alleviate fear and uncertainty
among the workforce. Below 5 key elements can be implemented when
planning change management;

i. Assess the Situation, People Channels and Needs.

ii. Create the Change Communication Plan
iii. Prepare Key People for their critical influencer role
iv. Execute the communication Plan
v. Evaluate what should be stopped, started or continued.

2.6 Employer Branding and Recruitment:

Employer branding plays a crucial role in recruitment, attracting top talent, and
building a strong workforce. By creating a positive and appealing image of the
company as an employer, organizations can set themselves apart from

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competitors and draw in qualified candidates. An effective employer branding
strategy involves showcasing the company culture, values, benefits, and
opportunities for career growth. This fosters a sense of connection and
interest among potential candidates, encouraging them to apply for positions
within the organization. A strong employer brand not only attracts talent but
also improves employee retention, as current employees feel proud to be
associated with the company. Consequently, successful employer branding
and recruitment efforts lead to a talented and engaged workforce, driving the
organization's growth and success in the long run.

Example:

ABC Retailer is a well-known fashion retail company, that focuses on building

a strong employer brand to attract top talent in the fashion industry. They
highlight their commitment to employee growth, a dynamic and creative work
environment, and a strong emphasis on work-life balance. ABC Retailers uses
visually appealing job postings with engaging content that showcases the
company's vibrant culture and the exciting opportunities available for
employees. They actively promote these job postings on various social media
platforms frequented by fashion enthusiasts and industry professionals.

2.7 Training and Development:

Employee training and development programs are essential to the success of

business worldwide, these programs not only offer opportunities for staff to
improve their skills but also for employers to enhance employee productivity,
promote teamwork, develop positive company culture, reduce turnover,
improves customer service and builds loyalty.

Research shows that companies with well-trained employees perform better

financially than those without. Companies with lower levels of employee skill
suffer from higher rates of absenteeism, sickness, turnover, and accidents.
These problems lead to lower productivity, greater operational costs, and
ultimately, higher prices for goods and services.

Communication is key in delivering training programs and facilitating

employee development. HR needs to effectively communicate the importance
of training and development initiatives to ensure the employees understand
and benefit from the training. Clear communication about the benefits of
upskilling and growth opportunities encourages employees to participate
actively in learning programs, provide feedback and seek for clarification to
enhancing the learning experience. A strong training component will not only
equip leaders to communicate effectively with their teams and other
organizational leaders, it will also help them understand the appropriate
communication channels and protocols.

Employee training methods can be include classroom training, live in training,

online tutorials, E-Learning courses, video training and mentoring. These

14
methods may help employees learn about their jobs and assist in helping
them get promoted. Employee training is meant to teach employees how to do
their job well and efficiently.

2.8 Performance and Feedback Management:

Performance and Feedback is a broad term that describes both managing

and assessing the work that needs to be done and providing opportunities for
professional growth and development. It is a strategic and integrated
approach that includes:

Developing Employees: Employees and supervisors or managers meet to

clarify expected outcomes for the year and set goals that link the employee’s
job to individual, department and strategic objectives.

Ongoing Review and Feedback: Once performance expectations and goals

are set, employees and supervisors are responsible for checking in regularly
to discuss the status of goals and for supervisors to provide feedback on
areas of success and on those requiring improvement. Ongoing
communication provides the opportunity to adjust objectives and expectations
as needed.

Appraisal & Reward: The performance review discussion summarizes the

employee’s contributions over the entire appraisal period; ascertains areas in
which supervisor support may be needed; and provides an opportunity for the
employee and the supervisor to identify professional development needs. The
three phases of this integrated approach ensure that the process is a
collaborative one that begins with a discussion of expectations and goals and
is sustained with feedback and coaching, as well as communication that
continues through to the performance review discussion at the end of the
process cycle.

Regular communication between managers and employees is vital for

providing constructive feedback and conducting performance reviews. HR
trains managers in delivering feedback effectively and ensures that

15
performance conversations are open, honest, and focused on employee
development.

2.9 Crisis Management:

When a company is facing a crisis, the HR department should implement

several communication measures to address the situation effectively. Here
are some key communication actions that HR should consider during a crisis:

• Transparent Updates: HR should provide regular and transparent

updates to employees regarding the crisis, its impact on the company,
and any changes in policies or procedures. Keeping employees
informed can help reduce uncertainty and foster trust.
• Emergency Contact Information: Ensure that all employees have
access to updated emergency contact information, including HR
representatives and relevant crisis response teams.
• Crisis Communication Plan: Collaborate with the organizations
communication or crisis management team to develop comprehensive
crisis communication plan. This plan should outline how the company
will communicate with employees, customers, stakeholders, and the
public during the crisis.
• Employee Support Channels: Establish clear communication
channels for employees to seek support, ask questions, and voice their
concerns. This can include dedicated hotlines, email addresses, or
virtual meetings.

For example, XYZ Corporation, a large multinational company, faces a crisis

in its human resources department when a significant number of employees
express dissatisfaction with the company's work culture and management
practices. This crisis leads to low employee morale, increased turnover, and
negative publicity. Through its proactive crisis management response, XYZ
Corporation addresses the employee dissatisfaction crisis effectively. By
actively listening to employees' concerns and taking tangible actions to
improve the work culture, the company begins to rebuild trust and regain
employee confidence.

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Conclusions:

Communication is not just a soft skill. it is a strategic tool that plays a vital role
in the success and growth of organizations The significance of communication
in HRM cannot be overstated, as it plays a pivotal role in fostering employee
motivation, effective human relations, and a work environment where
employees feel respected and valued. A fundamental element for success is
establishing trust between management and staff, ensuring that employees
have confidence in the intentions, decisions, and policies set forth by HR
management and the accuracy of information conveyed, all working towards
achieving the organization's goals.

Effective communication hinges on an individual's ability to understand the

attitudes of others, whether it be individuals or groups. According to CIPM
(2007), it is the process through which individuals express their thoughts,
feelings, desires, and needs, and subsequently, encourage understanding,
acceptance, and action, if necessary. Mastering this skill can be acquired by
observing and reflecting upon behavioral patterns and emotions in
communication.

In the past, companies relied on a top-down approach to communicate with

employees and foster teamwork. However, this approach has become
outdated in the modern era. It is now essential to ensure that every
communication channel, including administrative ones, facilitates a two-way
exchange of information.

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Productions.

Bello-Imam I.B. (2007). Fundamentals of Human Resource Management in

Nigeria. Ibadan, College Press & Publishers Limited.

Brian, M. and Wendy V. (2003). Non-Violent Speak: Communication Against

Repression. Cresskill, NJ: Hampton Press.

https://bizfluent.com/the-iceberg-theory-of-staff-selection.html

Juneja, P. (Important of communication in an organization, Retrieved from:

http://www.managementstudyguide.com/important -of-communication.htm

Paul, N. and Henry, B. (2013). Effective Communication. (Online) Accessed

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http://www.free-management-ebooks.com/dldebk/dlcm-effective.htm

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https://en.wikipedia.org/wiki/Maslow%27s_hierarchy_of_needs

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