HRM is part of the organizational structures and can impact employee relations, policy implementation, and culture.This research studies the intricate role of HRM in business communication, how COVID-19 affected its operations, and what technology brought to it as a revolution. In addition to the above, HR initiates management-employee communication through policies, performance reviews, onboarding, and remote and hybrid work dynamics. The article titled “Impact of the three waves of COVID-19 pandemic on the HR Practices of Hungarian Organisations” explains how HRM strategies were altered to address health concerns, communication requirements, and remote work during times Covid outbreaks. The article “Impact of Technology on Human Resource Management” and the website “How Does Technology Impact HR Practices?” describe how technology, from the Internet and intranet systems to automation, has transformed HRM functions. This research explores HRM’s complex role and seeks to understand its evolution in communication, pandemic response, and technological integration.
Human Resources Management in Business Communication:
Effective communication between management and employees is the foundation of organizational success, and Human Resource Management (HRM) plays a key role in this. The article “Importance of Communication in HR” emphasizes HRM’s role in communicating policies, procedures, performance reviews, and onboarding processes (STU Online, 2023). Considering post-pandemic workplace paradigms, HRM must manage interactions in distant and hybrid work contexts. The paper emphasizes HRM two-way communication. This means sharing knowledge and actively seeking and appreciating employee feedback. This continuous conversation keeps HR managers abreast of employee problems in the ever-changing workplace. Technology is essential for improving HR communications. Social media, videoconferencing, Teams chats, and online group platforms are key communication tools. HR leadership must also develop a long-term communication plan. This strategic approach manages many communication channels, clarifies content, and creates an effective communication plan to ensure employee input, engagement, and buy-in.
The “Communication Strategies for Human Resources Management” essay illuminates other HRM communication duties. This includes studying emotional intelligence, the four types of workplace communication, communication styles, and nonverbal communication in HR (HRMHandbook, 2023). This complete view emphasizes HRM communication’s complex relationship with organizational behavior, leadership, and employee experience.
COVID-19 HRM Impact
The discourse on the “Impact of the three waves of the COVID-19 pandemic on the HR practices of Hungarian organizations” describes how the pandemic transformed Human Resource Management (HRM). HR professionals had to adjust quickly to the crisis, especially in the early phases, when health protection, communication, and home-office formats were the main priorities. HRM prioritized staff retention during the pandemic, overcoming extraordinary hurdles.
The essay highlights the many obstacles HRM faced during the pandemic, including health and safety protocols, distant work arrangements, and complex economic effects on enterprises. The research paper will thoroughly examine these difficulties and HR experts’ inventive solutions.
The article “6 lessons from COVID-19 that REINVENTED THE ROLE OF HR” sheds light on HRM during the epidemic. This essay offers a holistic view of how the pandemic forced HR leaders to rethink their roles, shedding light on HRM’s post-COVID obligations. Key aspects include enhancing workplace health and safety, implementing innovative time off policies, integrating systems for efficiency, utilizing technology for employee engagement, promoting diversity and inclusion, and adapting to remote work (Bob, 2023). These detailed lessons will reveal HRM’s complex transformation in response to the pandemic’s exceptional problems.
Technology and HRM
Technology drives the change in Human Resource Management (HRM), as shown in the articles “Impact of Technology on Human Resource Management” and “How Does Technology Impact HR Practices?” Technology has a major impact on HRM across functions. As mentioned in the later piece, the internet and applicant tracking systems have simplified job postings and applications. However, applicant experience is vital (Suganthiya, 2021). Standardized online forms may mask exceptional candidates, underlining the necessity for user-friendly and candidate-centric technology. Email, messaging apps, and collaborative platforms have improved organizational communication. These methods improve connectivity, but the former piece warns that overuse may reduce the impact of vital information. Face-to-face encounters are valuable for imparting important details and providing instant clarification.
Both articles agree that data analytics changes employee performance evaluation. Technology allows for collecting and analyzing varied data points on staff productivity and goal achievement (Sherman, 2019). However, the data flood presents privacy and information overload concerns. Data-driven insights and ethical issues must be balanced to preserve employee confidence and engagement. The previous post noted that digital security is essential to HR best practices. Technology requires strong procedures for accessing personal data, both physically and digitally. The essays emphasize the need for a comprehensive strategy for personnel record protection in the technological age.
In conclusion, this research paper examines the multifaceted evolution of Human Resource Management (HRM) in modern business, including its crucial roles in business communication, the dynamic COVID-19 pandemic response, and the transformative impact of technological advances. Such a complicated interaction of these dimensions makes HRM so adjustable and strategically important. HRM is an important component of organizational frameworks that focuses on two-way communication and modern communication methods. The research also draws attention to the revolutionary role of technology in HRM functions, from recruitment to data analytics with spots and snags. This thorough analysis of HRM’s growth highlights its resilience and strategic capacity to face the contemporary business environment.
References
Bob. (2023, July 30). 6 lessons from COVID-19 that reinvented the role of HR. HiBob. https://www.hibob.com/guides/covid-19-changed-hr/
HRMHandbook. (2023, January 13). Communication Strategies for Human Resources Management. Hrmhandbook.com. https://hrmhandbook.com/general/hr-communication-strategies/
Sherman, F. (2019, January 29). How Does Technology Impact HR Practices? Small Business – Chron.com. https://smallbusiness.chron.com/technology-impact-hr-practices-37912.html
STU Online. (2023, November 26). Importance of Communication in HR. St. Thomas University. https://online.stu.edu/degrees/business/mba/hr-management/importance-of-communication-in-hr/
Suganthiya, M. S. (2021, March 18). Impact of Technology on Human Resource Management. ResearchGate; unknown. https://www.researchgate.net/publication/350134343_Impact_of_Technology_on_Human_Resource_Management
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