Effective Communication for Human Resource Managers
Communicating effectively is an essential competency for any professional and involves the performance of a range of first-, second- and third-person skills. This essay will discuss two predominant communication skills- feedback and questioning- that are of particular importance to the human resource (HR) management profession. A range of academic literature will be drawn upon to respectively define, describe, and relate each skill’s significance to the business environment. Furthermore, a reflective component of the attached video scenario will be evaluated to assess the effectiveness of skill demonstration and identify potential opportunities for professional development.
Feedback
Feedback is a first person communication skill that is a fundamental aspect for personal and professional development. Feedback involves communicating information of ones observed strengths, weaknesses, and suggestions for improvement on tasks performance or behaviours towards another, and its purpose is to benefit and provide insight to the feedback recipient (De Janasz, Wood, Gottschalk, Dowd & Schneider, 2006). This form of communication is characterised as specific, descriptive, constructive, as well as supportive (Shute, 2008). As illustrated in the video (2:17), feedback is demonstrated by an initial positive observation, followed by the presentation of the feedback itself. Subsequently, there was an invitation of response to gain further understanding and clarification, an appropriate suggestion for improvement, followed by a positive encouragement. According to De Janasz et al. (2006), these demonstrated components of feedback are considered effective. The above explanation of feedback ther...
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Alessandra, A. J. & Hunsaker, P. L. (2005). “The art of asking questions” In I
Journal Articles
Chau, S. W. (2012). Correlates and consequences of feedback orientation in organizations. Journal of Management, 38, 531-543. Doi: 10.1177/0149206310375467.
Friedman, B. A. (2009). Human resource management role implications for corporate reputation. Corporate Reputation Review, 12, 229-244. Doi: 10.1057/crr.2009.17.
Pruna, M., & Pruna, S. (2012). Question management in interpersonal communication. Journal of Criminal Investigations, 5, 177-182. Retrieved from http://search.proquest. com/docview/1411777569?accountid=13380.
Shute, V. J. (2008). Focus on formative feedback. Review of Educational Research, 78, 153- 189. Retrieved from http://gateway.library.qut.edu.au/login?url=http://search.pro quest.com.ezp01.library.qut.edu.au/docview/214123618?accountid=13380.
In Feedback as a gift, Friedrich discusses his points on how feedback should be viewed. The author describes feedback as a gift and if we view it that way it would change our mindsets when receiving it. On another note the article by Stone and Heen, Difficult conversations 2.0: Thanks for the feedback, the main focus is on the benefits we receive from accepting feedback and becoming a skillful receiver. The author also discusses why we as humans reject feedback calling these reactions triggers. In Max Performance Feedback, Sadri and Seto discuss the three different types of feedback. Each articles content is crucial to one’s professional development.
Feedback is an excellent tool to provide employees with information and guidance. Feedback consists of two-way communication. Employee feedback provides managers with clues regarding how they are hindering or aiding their subordinates ' work performance. Supervisory feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Feedback increases self-awareness. Proverbs 19:20 states “Hear counsel, receive instruction, and accept correction, that you may be wise in the time to come.” If presented correctly, feedback is not positive or negative. It is just data to make someone aware of the impact of his/her skills and behaviors on
Van Genderen (2014) expands on two basic concepts of managerial communication and distinguishes coaching and consulting from one another. The text continues about the coaching method and how it draws out employee talents, educates them, and develops new skills and eliminates deficiencies, all while consulting capitalizes on the guidance of preexisting strengths or knowledge. Van Genderen (2014) states that understanding the particular moments when a manager will need to consult on an issue, rather than coach, can be a challenging process. Reflecting upon the weakness indicated from the PAMS assessment there is room for improvement. Furthermore, developing skills in communicating with subordinates is crucial to narrowing the gaps of other deficiencies, such as, the adaptive behavior in communication discussed in the former. By being more aware of an employee’s methods of communication, and by developing proficient communication strategies, observing effective or ineffective communications tools, and seeking feedback from said subordinates are generalized methods that can be implemented when improving upon the adaptive skills of communication. Relatively, Van Genderen (2014) claims that effective communication between subordinates and managers may lead to greater job satisfaction for both parties, which compounds in higher output and more efficient work results, which in turn
Getting (and giving) feedback is one of the most crucial parts of good communication and is especially important for leaders who must be sure their messages are received and decoded by their audience. The sender of a message needs the response of the receiver in order to decide the effectiveness of communication. Because communication is a two way process, without feedback from both the receiver (and the sender in a constant loop), the message contents may be misinterpreted or lost. Feedback tells the sender whether the message is received successfully and/or whether the receiver liked it or not.
Provide Feedback. Feedback helps an individual to determine their weakness and strengthen their potential. It is essential for a mentor’s personal growth and career development.
In this chapter, I learned new ways to give and to accept feedback. Personally, I like getting feedback. I like it because it allows me to improve on my work. For example, whenever I write essays I like to have another person look at it so they can catch any small, or even big, mistakes that I may have done. This chapter also taught me that too much negative feedback can really take a toll on a person negatively. When you give somebody too much negative feedback, that person can start to think that they’re doing everything completely wrong and can really be detrimental to their self-esteem. To give good feedback, you should give the person more positive feedback than negative. You should use constructive rather than destructive feedback. Constructive feedback is more information specific and issue specific based on observations without using judgement. Destructive feedback is full of judgement and isn’t helping the person learn. When you get the feedback, it is best to reframe it and then reconstruct it to your advantage. Getting feedback is always a good tool to get but not when it only contains
The average worker spends two-thousand and eighty hours a year at their place of employment. Communication within the workplace is often overlooked or not given as much importance as most people should allow, given the amount of time that is spent there. Beyond the more basic verbal speech, one must be aware of the nonverbal symbols and noise that can have an effect on communication. There are also cultural, environmental and internal factors that can effect communication and how successful it can be. The various perceptions that an individual has developed over their life can also effect communication. One’s ability to communicate effectively will determine the success and enjoyment that is to come from their job.
I am pleased to take the course 1Q-MGT510X-A3-07-Managerial communication through which I have gained extensive knowledge regarding the managerial skills and communication with employees especially at my work place; I have chosen this topic for my curriculum practice paper final paper so that I can better explain how the learnings of this course reflected at my work place.
Supervision and feedback offers critique and support to improve trajectory in learning, education, knowledge and accountability. Given and used constructively it assists with potential development and enhances understanding (Kadushin & Harkness, 2002). It creates confidence, encouragement and emotional support; which helps relieve stress (Kirkland & Manoogian, 1998). To demonstrate professional commitment and taking responsibility to my practice I ensured I asked for personal feedback. To my delight the carer expressed she felt comfortable with me as I provided empathy and a sense of understanding just by listening. Also, core issues were discovered which lead to self-directed discussion based on solutions she wanted. This feedback was essential in providing me confidence and motivation.
Previously I have found feedback challenging in that it criticises my hard work, however through reflecting on not only what is being said, but to build greater understanding of what it means for me to improve, I now see feedback as a valuable aid in my development. Feedback provides me with perspectives, not only limited to my own and when reflected upon and discussed, clarity, to which I feel motivated to develop (Kirkland & Manoogian, 1998).
According to University of Reading (2012), “Feedback can improve a student's confidence, self-awareness and enthusiasm for learning.” Feedback is important because it helps student understand their progress whilst achieving goals. Goal can be anything for instance to pass with good grades, to learn and understand the topic etc. Feedback helps to identify your strengths and weaknesses. For example, imagine yourself learning to play basketball, you have a coach who is guiding you and providing constant feedback on your progress versus you teaching yourself; big difference in terms of monitoring and feedback isn't it?
In verbal communication, feedback is important because it gives a better understanding of the message that was being encoded. In other words, if a professor asks you a question during the lecture and you respond with, “I don’t know,” or you do not respond at all, then the professor can only assume that you were not paying attention during class, or you do not understand the question—giving feedback, that maybe the professor needs to repeat the question, or phrase it in a way that you do understand. The issue occurred because the message was not conveyed properly, or you did not decode the message
Feedback is a way to let people know how effective they are in what they are trying to accomplish, or how they affect you. It provides a way for people to learn how they affect the world around them, and it helps us to become more effective. If we know how other people see us, we can overcome problems in how we communicate and interact with them. Of course, there are two sides to it: giving feedback, and receiving it.
As in all aspects of personal and professional life, having effective communication is a key element of success. Effective communication can benefit your relationships with people. By conveying your message and integrating them as a member of the team and not just a subordinate leads to better production. By effectively communicating you can clearly define job responsibilities and expectations. The better you are able to communicate the less likely organizational turnover of personnel will occur. Supervisors and leaders in the professional workplace find that the most important factor in advancement and retain ability is effective communication. Senior level executives and human resources managers are stressing the importance of communication and providing more training for mid-level management. Emphasis is placed on communication being clear by being transmitted strongly.
...r staff and colleagues and not only give orders. This involves giving feedbacks, constructive and positive. Constructive feedback guides the employee in the right direction or path. Positive feedback praises and encourages the employee when they complete a task well. Above all we have seen the importance of interpersonal communication in the form of one-to-one basis. This serves as a greatest opportunity for an effective two way dialogue or discussion. All these characteristic allow open and free flow communication which results in employee engagement and critical thinking among them. Another important aspect of a good leadership communication is that they think about the message from the team’s perspective. Above all, good listening is a major attribute of good leadership communication. These are some of the important traits of a good leadership communication.