HRM Communications


Achieving the goals effective communications can offer is not easy. It doesn’t happen by itself. Rather, it evolves after careful thought, implementation, and evaluation. For much of that, we rely on HRM.

 Human resource management communications programs are designed to keep employees abreast of what is happening in the organization, and knowledge of the policies and procedures affecting them. Whereas public relations departments are created to keep the public infomed of what an organization does, HRM communications focus on the internal constituents—the employees. Communication program serves as a basis for increasing employee loyalty and commitment. How? By building into the corporate culture a systematic means through which information is free-flowing, timely, and accurate. Employees are better avble to perceive that the organization values them. Such a system builds trust and openness among organizational members, even assisting the share of “bad news.”

 HRM communications has the ability to bring about many positive changes in an organization. This process, by whatever means it exists, should stay focused on keeping employees informed, thereby setting the stage for enhancing employee satisfaction.

 My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

Being Accessible to Employees


One of your primary management responsibilities is to make yourself available to employees to answer their questions and address their concerns. When the press of daily activities tends to makes you unavailable:

  • Update your calendar regularly. Give your staff access to your calendar so they can arrange a time to meet with you.
  • Coordinate your schedule with your secretary and set up times when you will check in at the office, either by phone or in person. Let your staff know that your secretary has this information.
  • Set up regular meetings to answer employees’ questions and to get the information that will keep you abreast of their work.
  • Take time to contact employees periodically, particularly those you do not see daily. These need not be formal meetings. Taking time to talk with people, even informally, conveys a nonverbal message of support. Also, your employees will be less likely to view you as an “absentee manager.”

 My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight