abstract
Management activities are inseparable from communication, which is the essence of management art, and there is communication in all aspects of human resource management, and effective communication is the key to effective human resource management. The effective development of human resources and the establishment and realization of organizational goals are inseparable from communication. Communication refers to the process of information exchange and transmission, and effective communication is an important magic weapon for every enterprise to gain competitive advantage and success. This paper focuses on the analysis of communication problems in all aspects of human resource management, and puts forward corresponding solutions to provide suggestions for the effective management of human resources in enterprises.
Keywords: management communication; Human resource management; problem solving
1 Introduction
In today's global economic integration and knowledge economy, managers at all levels need better information exchange and management communication inside and outside the organization than ever before. The importance of communication is increasingly prominent in modern society, and communication is playing a more and more powerful role in today's market economy. The effectiveness of human resource management is directly related to the survival and development of enterprises, determines the success or failure of enterprise management, and is the backbone of enterprises. Effective communication is an important link to improve the operational efficiency of enterprises. All aspects of human resource management are inseparable from communication, and communication problems are also common in enterprise management. It is particularly important to find and solve these problems.
2 the concept of management communication
Management communication refers to the communication around the management activities of the organization in order to achieve the goals of the organization. The essence of management communication is communication.
3 the role of communication in human resource management
3. 1 Basic premise of organization's contact with the outside world
In today's society, any organization exists in an open environment, and all kinds of connections exist all the time outside the organization. Dealing with the relationship with the outside world will become an important factor in the success or failure of an enterprise.
3.2 Promote cooperation and improve efficiency.
Employees' work is not only for the satisfaction of money or material benefits, but also for spiritual or psychological needs and satisfaction, which determines the degree to which organizations attach importance to employees. It has a great influence on employees' emotions, and effective communication is to meet employees' strong demand for participation. The smooth communication channels within the organization can make all kinds of management information be conveyed and fed back in time, promote cooperation among internal members, cultivate team spirit and improve the operating efficiency within the organization.
3.3 Personality respect and effective motivation.
The whole process of internal motivation depends on communication. It can be said that there is no motivation without communication. Giving timely affirmation, reward or reward to the outstanding work of organization members can arouse the enthusiasm, initiative and creativity of employees and stimulate their fighting spirit, and all this can not be completed without smooth communication channels.
3.4 Effective communication and conflict resolution.
Modern division of labor is becoming more and more detailed, and everyone's work is only a part of the whole organizational system, which is related to other members.
Workers' jobs are closely linked. Therefore, the whole organization should establish and maintain an effective organizational communication network to ensure the coordination of work and the completion of goals. A good communication atmosphere within the organization can make employees better understand each other, be frank with each other, strengthen mutual tolerance and tolerance, eliminate dissatisfaction and effectively resolve conflicts.
3.5 Coordinate relations to facilitate leadership.
In order to carry out a decision or carry out a reform, leaders must persuade, motivate and lead others, so as to influence and change their attitudes and behaviors and win the support of superiors and the cooperation of subordinates. Therefore, effective communication is necessary. At the same time, it can also enhance mutual understanding, eliminate the barriers between people, deepen feelings, produce buzz, improve interpersonal relationships and facilitate leadership.
3.6 An important source of organizational innovation
With the continuous strengthening of management democratization in China, many enterprises adopt various forms to carry out all-round exchange activities within enterprises. Effective communication mechanism can make the middle and high level of the organization know the existing problems of the organization in time, and put forward innovative methods in mutual communication and smooth implementation. 4 Four elements of management communication
4. 1 Exchange of views
For a long time, we have regarded the communication of opinions as a top-down matter, a matter between managers and subordinates. Only top-down communication will never succeed.
4.2 teamwork
In the era of knowledge economy, a company mainly relies on the team strength of experts with different knowledge and skills, and its work is effective. In a team, if everyone makes a contribution and forms a habit, team work will be invincible.
4.3 Self-development
The gains and losses of personal development are mostly based on whether we attach importance to contributions. We should ask ourselves: What is the greatest contribution I can make to the company?
4.4 Cultivate others
Managers attach importance to contribution, and naturally they can initiate deployment at the same time, even their superiors, and seek self-development. 5 Common problems in human resource communication management
5. 1 Problems between managers.
Many managers fail to communicate in time because of their different interests and viewpoints, which leads to senior management.
Leaders intrigue, intrigue, and fight for each other, making it difficult for enterprises to make decisions, and the phenomenon of cliques is serious.
5.2 Problems existing in managers.
Many managers have a feeling of being above others. They always command employees in an autocratic way, are unwilling to ask more about the opinions of their subordinates, and sneer at some positive opinions and strategies. It is believed that employees only need to listen to orders, and everything is better than subordinates, so that some wrong problems are not corrected in time, which leads to work lag and even serious losses to the company. Some leaders have too much power and always want to take everything to themselves. They worry that their subordinates can't do everything well, which will increase their workload and make them very tired, but they will become dependent, unable to finish their work independently, and even feel that they are leading their mother-in-law. The above problems are all due to the lack of good communication, which leads to the aggravation of problems, the deterioration of interpersonal relationships and the damage to collective interests.
5.3 Problems existing in employees.
Employees have several kinds of extreme psychology when facing leaders. Some employees will feel inferior when facing leaders. They always feel that they are not as good as leaders. Even though they know they are wrong, they dare not point it out. If they are wrong, let them be wrong. Some employees are arrogant in front of leaders, especially those with good temper or weak ability. I always feel that the leader is not as good as myself, and I always feel that my opportunities are not good, otherwise the leader is not a leader and turns a deaf ear to the arrangement of the leader. Some employees flatter leaders, distort facts, cheat people, falsify figures and conceal the truth. Some employees have an interest-oriented mentality, and for the benefit of themselves or their own departments, they will not hesitate to harm the interests of the whole collective. The above mentality is caused by poor communication. Different views and interests have become obstacles to communication. Cause the gap between people and hinder the work process.
5.4 Problems among employees.
There are often some minor disputes between employees that are not sorted out and communicated in time, leading to misunderstandings from shallow to deep. Some employees are greedy for profits and only care about their own interests, regardless of the interests of the collective and others, stepping on others' heads, causing difficulties for others and the collective.
6 communication problems in all aspects of human resource management
Human resource management mainly includes human resource planning, recruitment and selection, training and development, performance management and salary management. Communication exists in all links, and there are also some problems. Solve these problems.
This is an important factor in the effective management of human resources.
6. 1 human resource planning
Human resource planning can be divided into broad sense and narrow sense. Human resource planning in a broad sense refers to all kinds of human resource planning, and human resource planning in a narrow sense refers to the planning of enterprise personnel. Poor communication between superiors and subordinates, inside and outside the enterprise will affect the overall operation of the enterprise.
6.2 Recruitment and Selection
Recruitment mainly refers to finding the most suitable person at the right time and place and putting it in the right position. Poor communication between human resource recruiters and recruiters affects the renewal of talents in enterprises and hinders the matching of talents and positions in enterprises.
6.3 Training and development
As an important part of human resources development, employee training planning plays an extremely important role in enterprise work. It is based on the analysis of training needs, starting from the overall situation of the overall development strategy of the enterprise, and making unified arrangements according to the allocation of various training resources of the enterprise. Poor communication between enterprises and employees will hinder the accuracy of training direction, and not knowing what is missing will lead to training failure.
6.4 Salary management
Salary is one of the concerns of employees. Whether and how much the company will adjust its salary this year is closely related to the annual market prosperity and the company's revenue. Therefore, it is necessary for employees to understand the annual market salary trend and company performance.
Some parts are gray sensitive areas. Whether to say or not depends on factors such as corporate culture. Every company has to weigh its own weight, and you must consider whether you can cope with and control unexpected situations that may follow, such as employee protests and trade union censure. Even if you are 78% sure, I suggest you have a sand drill first, and then carefully anticipate the possible situation and how to solve it. This sensitive area includes: the overall salary adjustment budget of the company, the salary increase range of different departments, etc. The communication of this information can be flexibly adjusted, and some companies will choose to communicate only with senior managers instead of all employees. As for keeping my mouth shut, of course, it is the actual salary figure. Executives especially remember not to mention another employee's salary increase or even a salary increase to any subordinate, and they also think it is one of the means to stimulate employees to compete with each other, unless you want to test whether you can handle the crisis of department disintegration.
Usually, salary adjustment communication can be divided into two categories: full-time communication and personal communication. Full-time communication is mostly attended by the general manager and HR personnel. The general manager can focus on conveying the salary strategy and concept, and the human resource managers should explain the salary adjustment process and its operational details, such as how the company's salary is positioned in the market.
Generally speaking, salary is naturally linked to the jurisdiction of HR department. HR really plays a key role in salary adjustment communication, and it is multifaceted. On the one hand, HR is the drafter of the salary adjustment policy and structure, and needs to pay attention to the changes of the external environment, including the trend and level of market salary, and make necessary adjustments to the salary strategy and system. Before the annual salary adjustment, we can re-examine the company's salary strategy and structure to see if there are any inappropriate adjustments. Another role focuses on communication. In addition to letting employees know about the company's salary strategy and system, we should also assist the heads of various departments to establish the skills and ability to communicate with employees on salary, including what they can and cannot say. Don't think that the leaders will naturally know. Moreover, HR personnel play? The gatekeeper? The role of the company is to check whether the salary adjustment results of various supervisors and departments are in line with the company's salary system.
Nowadays, most enterprises begin to adopt a comprehensive reward salary system. The overall reward includes three factors: fixed bonus, variable bonus and welfare. Many enterprises are willing to pay employees the median wage in the market, and at the same time add other budgets to the variable bonus, so that the variable bonus can effectively motivate employees' performance. Because of the flexibility and large space of welfare design, it can be designed for different ethnic groups and different objects, such as parental leave, housing and car loans, flexible working hours and so on. It has always been regarded as another secret weapon to attract and retain talents.
As a direct supervisor, you need to talk to your subordinates about their performance last year. So-called? Just chatting? It means putting forward what employees have done well in the past year and what needs to be improved according to the evidence. At this time, remember not to use some emotional and speculative words, such as: I guess you may not argue with me, remember that you are here? Communication? Whether you are interviewing employees who are ahead or behind, you should treat them equally. You should consider your tone and wording, although sometimes it is not easy.
6.4 Performance management
Performance management is an important part of human resource management. Due to the diversity of performance evaluation objects and evaluation objects, various problems will inevitably appear in the process of performance evaluation. So-called? Just chatting? It means putting forward what employees have done well in the past year and what needs to be improved according to the evidence. At this time, remember not to use some emotional and speculative words, such as: I guess you may not argue with me, remember that you are here? Communication? Whether you are interviewing employees who are ahead or behind, you should treat them equally. You should consider your tone and wording, although sometimes it is not easy.
Before the performance interview, you can ask colleagues, subordinates or customers who have worked with the employee first, and collect some examples as benchmarks for talking about performance, but don't be too preconceived. Give the employee a chance to listen to what he has to say.
The focus of performance interview is to motivate excellent employees to surpass themselves, find out the problems of backward employees and help solve them; As for the middle forces, of course, the good can be better. Seize this and think about what you can do. After the performance interview, you can decide how much bonus you will get last year and how much salary you will get next year.
7 causes of management communication problems
7. 1 The status is different.
Managers and subordinate employees have different positions, different needs and different interests, so their ideas are inconsistent. In the process of communication, both sides consider this or that, so they can't speak freely in communication. Negative and hostile emotions are not suitable for the team and are not conducive to effective communication. In addition, men and women are different, and gender differences make communication methods different. 7.2 Communication barriers
Differences in people's experience and knowledge structure will inevitably lead to communication barriers. Language and writing are the basis of communication, and sometimes slurred speech, strong accent, improper use of words, misinformation and the inability to express infinite meaning in limited words will hinder communication. 7.3 Internal structure
Usually, pyramid structures are implemented in organizations. This pyramid structure is too large and there are too many levels, which makes the information pass from one source to another, and the transmission is slow, which seriously affects the efficiency of the organization. In addition, the repeated transmission of information makes the organizational process and transmitted information artificially fragmented. 8 Strategies for solving communication problems in human resource management 8. 1 Building trust atmosphere
Without trust, employees are likely to be reluctant to share their views and opinions with others. The way an organization handles employees' opinions also directly affects what kind of feedback information it will receive in the future. It takes a long time to build trust, which is a long process. 8.2 Strengthen informal communication
The way and intensity of communication can keep people who need to communicate in frequent contact, and the chaos of the whole organization is well controlled because of the regularity and nature of this contact.
8.3 Build an effective communication platform and dredge communication channels.
Senior managers should attach importance to communication routes, establish effective communication chains in turn, and ensure that middle-level leaders, grassroots leaders and subordinate employees attach importance to communication management. When communicating, the face is not
Managers and employees at the same level should establish different communication methods and prescribe the right medicine in order to obtain the best communication effect. In addition, the communication channels should be sorted out in time to ensure that the information can be transmitted and fed back in time, so as to deal with problematic and controversial information faster and faster, and improve the work efficiency and development speed of enterprises.
8.4 Be good at coordinating interpersonal conflicts.
People in an organization have differences in abilities, interests, expectations, motivations, goals and values, which lead to various interpersonal conflicts. This kind of person especially needs communication and coordination. Only when managers understand employees' intentions can management hit the nail on the head. A sound organizational charter is an effective way to prevent and resolve conflicts, which can effectively motivate and restrain employees, improve their work enthusiasm and reduce various negative effects.
8.5 Give play to the important role of leaders in the communication process.
The communication work of an organization begins with the top leaders. Excellent leaders must clearly express their own analysis and decision-making, guide employees' behavior and improve their enthusiasm. The success of internal communication depends on the leader. Leaders must choose appropriate and diversified communication channels according to the actual situation of the organization. If they are divorced from the actual situation and specific requirements of the organization and choose communication types and channels casually, it will bring communication obstacles within the organization. For example, it is best to communicate in a more formal, clear and accurate written document, so that the information will not be distorted or lost. 8.6 Standardize communication methods to reduce or avoid communication barriers.
Effective communication is a process of actively and effectively using information, which requires both parties to develop good habits, standardize communication methods, and reduce or avoid communication obstacles. As a sender, you should be good at expressing your wishes and pay attention to your expression skills. As a receiver, we should learn to listen, pay attention, be good at feeling nonverbal signals and reduce misunderstanding of information. As an organization, it should establish a set of standardized communication methods, transmit true, accurate and comprehensive information to all employees, and reduce or avoid the harm of false information to the organization.
8.7 master communication skills
Pay attention to the changes in the external environment, including the trend and level of market salary, and make necessary adjustments to the salary strategy and system. Before the annual salary adjustment, you can re-examine the company's salary strategy and structure to see if there are any inappropriate adjustments. Another role focuses on communication. In addition to letting employees know about the company's salary strategy and system, we should also assist the heads of various departments to establish the skills and ability to communicate with employees on salary, including what they can and cannot say. Don't think that the leaders will naturally know. Furthermore, the role of human resource manager? The gatekeeper? The role, that is, must check the competent personnel and departments.
Whether the salary adjustment result conforms to the company's salary system. What if the organization has to make a decision to reduce salary and lay off staff because of merger, change and transformation? At this time, it is recommended that the enterprise draw up your list of key talents first, which is stable and stable. Other people are not unimportant. General manager, senior managers, human resources personnel, etc. It is still necessary to communicate fully and clearly, stabilize people's hearts, reduce negative effects, control the turnover rate of employees, and pay attention to regulating water volume instead of fully discharging floods. Sometimes letting inappropriate employees leave and retaining talents that meet the company's culture and operational needs can promote the metabolism of enterprises and make them? Constitution? Healthier. 8.8 Strengthen communication with employees through multiple channels
Publishing company monthly, one for employees, is an effective tool to communicate employees' hearts. Properly solving the relationship between employees and managers will give both sides a sense of responsibility and destiny and improve employees' loyalty to the company. 9 conclusion
Human resource management plays an important role in enterprise development. Communication is a necessary condition for human resource management and plays an irreplaceable role. Good communication and effective human resource management are conducive to the development of enterprises and the strengthening of interpersonal communication within organizations. Good management communication is the guarantee to achieve enterprise goals.
Take the exam and contribute.
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