Business Communication

and
Human Resource Management

Junaid Yasin
Fazal Ijaz
Arslan
Mohsin Asif
Bilawal Shahid
Talal Shahid
Hammas Hassan
Business Communication
The Medium
The Medium
• How the communication is to be made
• Important to select an appropriate medium for
the message:
• Need to consider the needs of the sender, the
nature of the receiver and the aims of the
communication
• Inappropriate medium can be a barrier to
effective communication
Value
Value
• Vast majority of problems in business are
caused by ineffective communication in
one form or another
• Businesses essentially human focused
organisations
• Value of good communications therefore
inestimable
To Whom?
To Whom?
• Who the communication is aimed at
is an important factor:
• The nature of the medium and the content
may depend on who it is aimed at
• Necessity of being sensitive
to the receiver
• Should communication be formal
or informal?
• E.g.
To Whom
• E-mail communication:
− Does it need to adhere to normal rules
of spelling, punctuation and grammar?
− Is it appropriate to use text speak?
• Is this OK 4U or is txt 1 stp 2fr?
− Are there different rules for different situations?
− How do you know what the receiver expects?
− What damage can be caused by inappropriate e-
mail messages?
Type

• Type of message may be an important factor in

determining the medium, content, approach, etc.
• Good news?
• Bad news?
• Information?
• Instruction?
• Each of the above may require a different approach
and a different medium.
The Message
The Message
• What is the communication designed to
achieve?
• This needs to be considered carefully to
judge the best method of delivery and to
judge the effectiveness of the feedback
as to whether the message has been
successful.
Role of ICT
Role of ICT
• ICT has brought many advantages but
also has its limitations:
− It enables speedy communication
− It can be cheap and save on costs (e.g.
videoconferencing)
− It can be expensive in hardware
requirements
− It can seem impersonal
− It can be abused
Barriers
Barriers
• Anything that prevents successful
communication from occurring
• Complex and multi-layered
• Can be technical or generated
by the medium used, etc. but:
• Main problem is human behaviour and
psychology, e.g.
Human Resource Management
Human Resources Management
Recruitment
Recruitment
• The process by which a job vacancy
is identified and selected employees are
appointed.
• Job description: outline of the role
of the job holder.
• Head hunting: This is the process of hunting
personals via advertising, employment
exchanges, educational institutes, factory gate
notices, employment referrals.
Selection
Selection
• The process of assessing candidates and
appointing the most suitable personal.
• Interview: most common method
• Psychometric testing: assessing the
personality of the applicants – will they fit in?
• Aptitude testing: assessing the skills
of applicants
• Presentation: looking for different skills
as well as the ideas of the candidate.
Discipline
Discipline
• Firms cannot just ‘sack’ workers
• Wide range of procedures and steps
in dealing with workplace conflict
− Informal meetings
− Formal meetings
− Verbal warnings
− Written warnings
− Grievance procedures
− Working with external agencies
Training
Training
• A planned induction programme is necessary to
educate newly selected employees. This process is
called training.
• This programme;
 educates employees about rules & regulations and working of
company.
 Provides new skills for the employee
 Keeps the employee up to date with changes in the field
 Aims to improve efficiency
 Can be external or ‘in-house’
Development
Development
• Developing the employee can be regarded as investing in a
valuable asset.
• Development can be done via following ways.
• Training Within Industry (TWI):
 It provides craft and manual skills to the employees.
• Organized Short Courses:
• Some courses are organized by universities
• Some courses are organized by hiring people from other institutes.
• Long Courses:
• When very high expertise or research is needed in a specific
field, companies manage to arrange long courses. These courses
are held usually in foreign countries.
Rewards Systems
Rewards Systems
• It is the system of pay and benefits used
by the firm to reward workers.
• Money is not the only method
• Fringe (non-wage compensations) benefits
• Flexibility at work
• Holidays, etc.
Types of Reward Systems
• Following reward systems are important
• Piece rate system
• Halsey-Weir system
• Rowan system
Resource
• http://www.Bized.co.uk
• Notes “Intro to IEM”