Professional Documents
Culture Documents
Executive Summary.1
Communication Challenge.30
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Executive Summary
Management. Preparing this portfolio and experiencing the Dream Job Project
has equipped me with the skills needed to begin pursuing a career in this industry.
presentation about this career field, I am well equipped and acquainted with the
professional in the field and researching this career path has allowed me to develop
a clearer view of my future career plans against the backdrop of the leadership and
Ultimately, this portfolio illustrates the goals I have for my professional career and
how my qualifications are aligned with the standards that are needed.
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o Shadowing a Professional
o Communication Challenge
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My Career Goals
major. Also, I am passionate about how people can help others become more
financially stable through investment and saving. Lastly, a career in the Human
Qualifications
Technical writing
Accounting classes
Organizational Communication
Business Law
Business Management
Communication Research Methods and Senior Seminar
o DECA State and National Qualifier 2011-2014
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By:
Ashley Ayers
CMST 366
Dr. Swenson-Lepper
10/14/16
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Industry Profile:
The human resource career is found in many different industries. I will be looking at it
through the financial activities industry. According to Selectusa.gov, Financial Industries and
markets in the United States are the most liquid and largest in the world (2014). There was also
$104.7 billion exported in the United States in financial service in 2014 (Financial Services
Spotlight, 2014). The Financial Industrys main purpose is to help people save, manage and
raise their money, according to the seven Pillars Institute for Global Finance and Ethics. This
type of industry is both a good and a service depending on what area of finance the human
Stakeholders
Stakeholders are defined as a person, group or organization that has interest or concern
in an organization. according to the Business Dictionary (2014) It also says stakeholders can be
affected and can affect the organizations actions, their policies and objectives. The list below
Banks: Banks are stakeholders for the financial industry because they are in
charge of in the inflow and outflow of money. These type of corporations is also
considered a stakeholder because banks work closely with their consumers giving
them the ability to make informed financial decisions for private and public
institutes.
Investors: Investors are considered stakeholders in this industry because they put
money toward making financial improvements in the economy. They also are
striving to make financial decisions to make a profit and do not put their money
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into products or services that are not going to produce a significant profit for
financial industry because it controls all the financial procedures for the United
States. It ensures that taxes are paid and that the budget is done accordingly for
the citizens. The government also has financial control based on who they let
become financial monopolies and which ones they have laws against.
how they invest and control the finances in their own personal lives. They have
stake when they decided how to spend their money and where to spend it.
Customers have control as to which companies succeed based on which ones they
are stakeholders in multiple ways. They support and encourage the exchange of
money between banks and consumers. Financial employees are also responsible
for accounting for the needs of customers that invest in their products and how
they choose to invest in the financial industry. The employees help direct and
advise the consumers on which companies or where to place their money for the
best profit.
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The financial industry has many challenges because it is such a large industry. The
people in this industry also face challenges because of the rise in identity theft and the changes in
technology. The first challenge that the financial industry faces is cyber security which is similar
to identity theft. Cyber security is defined as measures taken to protect a computer or computer
system on the internet against unauthorized access or attack. (Merriam-Webster, 2016). The
term cyber security was first used in 1994 when computers and online shopping first began. This
was also the start of online identity theft. Financial service consumers are hit by 39% of cyber-
Another challenge that the financial industry faces is the change in technology. This is
caused by upgrades in cellphones, computers and credit cards. The financial industry continues
to grow with the trends of technology such as credit card chips and online banking. These are
changes that have changed how investors and consumers have had to adjust in the financial
industry. This challenge also goes along with the rise of cyber security which causes those in the
financial industry a switch in how they change technology in a secure and safe way. It is also
costly to the financial industry to change the credit cards and hardware for credit card chips.
There are lots of challenges that each industry faces but the financial industry struggles
with promoting growth and sustaining profitability in an environment while keeping interest
rates low, according to CyrusOne (n,d.). The cost for sustainable products and services are on the
rise in the United States as are the demands for conserving the economy. Consumers in the
financial industry want products that are eco-friendly but the costs cause many difficulties for
the industry itself. Many services in the financial industry gain their profit through interest rates
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and it is a challenge for them to keep those rates low in an economy that is pushing sustainability
The financial industry has been growing and will continue to grow in the upcoming years
according to the Bureau of Labor Statistics (2015). One thing that the financial industry will do
in the next 10 years will be to increase security among banks. With the heightened awareness of
cyber theft and the need for security among the financial industry, in the next 10 years, the
Another specific thing that the financial industry will do throughout the next 10 years will
be to compete beyond financial services. According to an article by Philip Ryan (2015) about the
top 13 predictions for the future of banking, banks will compete for more than just financial
services. They will continue to compete for customers and clients and they will do whatever it
takes to have more customers banking with them. This also goes along with the banks being
more flexible to their clients and more aware of their needs. There will be more competition in
the next 10 years with more banks forming so it is important that financial workers change their
Finally, there are statistics that show that this industry will change through the increase of
Union workers in the financial industry. In 2012, the percent of Union workers in the Financial
industry was 1.9% whereas in 2015 it was at 2.4%. With the increase of Union workers, it is
predicted that this number will continue to slowly increase in the next 10 years. This will
increase those companies that are trying to make financial industry workers in join the union and
Career Outlook
Dream Job
Job Duties
As a Human Resource Coordinator, there are many different aspects to the job and many
of them change depending on the industry and what type of company the employee works for.
Human resource managers are mainly responsible for recruiting and screening prospective
employees, training employees, planning and implementing employee benefit program, payroll
and handling staff issues such as mediating disputes and directing disciplinary procedures. A lot
of human resource managers also work closely with the managers of a company to make sure
who they are hiring is what they need for the company.
The recruiting and screening process is a daily duty for many Human Resource managers
because of the frequent turn over in many companies. Along with this duty, HR managers also in
charge of leading and sometimes making training sessions for new employees in the company.
They train them on the procedures within the company, acquaint them with the building and area
in which they will be working and introducing the new employee to their manager for whom
HR Managers have tedious work such as planning and implementing employee benefit
programs and payroll. For larger companies, these roles are split into different people but for
smaller companies, all these roles are done by the same person. Also, most larger companies
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have benefit programs already made and the HR manager just applies them to their employees.
They are also in charge of payroll and keeping track PTO (paid time off) for employees. In most
companies, the HR managers are the middle person between the employees and the CEO or
manager. It is their job to work through disputes between employees or make sure that the
procedures are being followed by the employees and if they are not, then they are in charge of
Manager at Deluxe Corporations, being organized and being able to think on your feet when
Important Qualifications
There are various qualifications that a person needs in order to apply for a job in Human
Resource other than having a college degree. The Bureau of Labor Statistics (2015) states that
the top three qualifications to obtain this job are decision-making skills, interpersonal skills and
leadership skills. These skills are listed as important because they all require the HR manager to
Some of the roles of a Human Resource manager include hiring, firing and critiquing
employees which make for the experience in decision-making important. They must balance the
strengths and weaknesses of all the employees and decide what is best for the company as a
whole. Human Resource managers work closely with the General Managers or CEOs of a
company to ensure that they are hiring the right people that the company needs. They must also
make decisions that ensure employees are following company policies so there is equal
Another qualification is interpersonal skills which are vital in many careers but human
resource managers in particular because they train employees and must develop positive work
relationships. Interpersonal skills include communicating well with others and listening to others
needs. These skills are important in this career because how the HR manager communicates with
the new employees and current employees determine how they communicate with each other.
directing and overseeing many operations within a company so they must coordinate activities
and ensure that employees are completing what is assigned to them. HR managers are in charge
of coordinating events such as team building among a staff team and training new employee
classes.
The top three in-demand human resources skills are recruiting, screening and employee
relations (Flavin, 2016). Recruiting and screening are both qualifications that an employee needs
a little experience and the rest can be learned on the job in the specific company. Recruiting in
the form of finding new employers for certain jobs and screening each employee to see if they
qualify and have passed a background check for the job. Employee relations is similar to
interpersonal relations where the human resource manager has positive relations with their
employees and leads by example so the employees have positive relations with each other.
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According to the Bureau of Labor Statistics (2015), the job outlook for the Human
Resource career path is expected to grow 9% between 2014 and 2024 which is faster than
average for all occupations. The starting salary for human resource jobs earn the lowest 10%
which is under $61,300. The average salary after several years of experience is $104,440. The
U.S. Bureau of Labor Statistics, Employment Projections program states that there were 122,500
people employed as Human Resource managers in 2014. It is also predicted that there will be
133,300 people employed with the title of Human Resource manager in 2024, a 9% increase.
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References:
Arnston, W. (2016, October 11). Personal Interview. Senior Human Resource Manager. Deluxe
Corporation.
Bhala. K. T. (2016). The purpose of finance. Seven Pillars Institute for Global Finance and
Ethics. Retrieved from: http://sevenpillarsinstitute.org/mission/the-purpose-of-finance
Bureau of Labor Statistics, U.S. Department of Labor. (2015). Occupational Outlook Handbook,
6, 2016).
Bureau of Labor Statistics, U.S. Department of Labor. (2015). Industries at a Glance, 2016-17
CyrusOne. (2016). Top issues facing the financial Services Industry. Retrieved from:
http://www.cyrusone.com/blog/top-issues-facing-the-financial-services-industry/
Flavin, B. (2016). 8 human resources job skills employers want most. Rasmussen College.
skills-employers-want-to-see/
Galea, D. (2015, August). The financial industry's biggest threat. Database and Network
http://go.galegroup.com/ps/i.do?p=EAIM&sw=w&u=umn_winona&v=2.1&it=r&id=GA
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LE%7CA427422280&asid=5249b1650807d745b16803f804c9e8e5
How to become a human resource manager. (2016). Human Resources Edu. Retrived from:
http://www.humanresourcesedu.org/human-resource-manager/
HR professionals manage a valuable resource: People. (2016). All Business Schools. Retrieved
from: http://www.allbusinessschools.com/human-resources/job-description/
Ryan, P. (2015, October 8). Top 13 predictions for the future of banking. Retrieved October 13,
banking/
SelectUSA. (2014). Financial services spotlight. The financial services industry in the United
states
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Shadowing a Professional
Ashley Ayers
CMST 366
Shadowing a Professional
Shadowing someone doing their day-to-day job and hearing their passion for their career
is an amazing opportunity when someone is not sure of what field to go into when they graduate
with a degree. Job shadowing a professional in the field for eight hours that I hope to go into or
communications class. This opportunity is to help us determine what job we would like to obtain
and if our dream job is actually what we think it is. My dream job is to be a Human Resource
Manager or Training developer. I would like this job to be in the retail or financial industry when
I graduate college. For this project, I job shadowed Wendi Arnston, the senior Human Resource
they have a call center, financial services and where the CEO and HR managers work. Deluxe
Corporations is a check and e-check supplier for businesses among suppling other financial and
product needs for small businesses. I job shadowed Wendi on Tuesday October 11th, 2016 from 8
a.m. to 4 p.m. I will explain some things I learned while job shadowing at Deluxe Co. by sharing
about my interviews, I will apply Deluxe Co. to organizational communication concepts and
theories. Lastly I will tell about my reactions from the job shadow experience and how the
career.
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Since I was not exactly sure what my dream job was going into this project, job
shadowing a Human Resource manager and seeing different positions available through
communications was very helpful. While job shadowing Wendi Arnston at Deluxe Corporations,
I learned what type of education was required for HR mangers and what their day-to-day job
looks like. A HR manager positon requires a bachelors degree in HR, Business Administration
or Business and having experience helps the hiring process. Some duties Wendi, a senior HR
manager has is to oversee and assist the HR managers across the company. They also interview
possible employees and do follow up phone interviews after they consult with other HR
managers within the company to compare notes on the prospective employee. Another role that
this job has is to set up meetings with other departments to make sure everything is running
smoothly and keep employees up to date on payroll attendance policies. Lastly, another major
role that senior HR Manager has is to train employees as well as train HR managers on how to
When I first arrived at Deluxe Corporations, we took a tour of the office and then sat in
Wendis office to hear about what the day would look like and what her job entailed.
There were some meetings that I could attend while shadowing but there was an
interview that she was conducting that I sat in on another HR manager daily tasks.
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During this time, I also learned about the history of Deluxe and what states and countries
Corporate Communications
specialist at Deluxe. Nancy explained how she works with internal communications
Communications role is external which deals more with public relations and relaying
Nancy I learned that she does a lot of writing and technical edits for other departments in
Deluxe and has to constantly simplify the messages so the employees with read what she
is sending. Nancy explained that the three big questions she needs to ask when sending
information within the organization is, what do they need to do? When do they need to do
it by? And do they need to respond to this email or memo? Corporate Communication
also includes updating training materials and new employee handbooks so they work
Call Center
Another part of the job shadow day was sitting in on a call center representative and
hearing how this employee and customer interaction is. The call center jobs only require
a high school degree or GED and are an oral intensive and tedious job. This part of the
organization is open from 7am-7pm and needs a certain number of workers on-call at all
times for when customers call to order checks or other products. A call center
representative is in charge of answering the phone when it rings and pulling up the
customers information quickly so they can sell as many products as they can while they
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are on the phone with them. The Human Resource Manager does not work directly with
all of the call center representatives but they do work with the team leads of the call
center. Their job is to make sure all the employees are doing their job and not being the
first ones to hang up the phone with a customer to show great customer service.
The last part of the job shadow day was sitting in on a phone conversation with the
Senior Human Resource Manager, Wendi and three other Human Resource managers
across the country in Deluxe. This time was set aside so that Wendi could walk through
the process with the new HR managers on how to write and conduct performance
reviews. The performance reviews were done once a year at the beginning of the year and
are done by the team leads in the company. The HR managers role in this is to evaluate
the reviews and determine if they were done correctly so everyone is getting a fair raise
each year. Along with the HR managers evaluating and reviewing the employees they are
in charge of, the employees first evaluate themselves and that plays into how their
managers review them. If an employee rates themselves as higher than their manager
thinks, than it is a good learning experience for the employee on how they can improve
The professional advice for people considering this type of work is to have people skills
and how to communicate well with people but to be firm in your decision making. The type of
communication needed in this job and be successful is to take others into consideration but to
still make decisions with the CEO or manager at the end of the process of gathering information.
The Human Resource managers job is also to relay information to a company and making sure
they are all on the same page with policies and procedures.
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When new employees enter the organization, it is the HR managers job to teach this, verbal
workplace communication behaviors should be learnable; these behaviors are socially created
By applying organizational communication terms and theories from the class to the career
of Human Resource Management and to the experiences I had while job shadowing, I can better
decision making and employee activities (p.21). During my job shadow, I saw
having control over employee procedures and policies. Human Resource managers work
activities to make sure everyone is doing their job. They also want to make sure
employees are arriving to work on time so the organization can be as profitable and
the financial industry because they are dealing with high security information such as
This type of organization centralizes its management and control to the CEO Lee Shram
Human Resource managers use the Human Resource approach every day when they
communicate to their employees and relay messages to them. This approach is defined as
a combination of classical and human relations approach to combine all employees inputs
emphasizes the importance of communication among all the employees and that is done
skills and the ability to collaborate and work in teams is a communication skill that
employers look for when hiring. Another aspect to the Senior Human Resource
management job is teach the other Human Resource managers how to review and give
performance reviews to the employees they are managing. Before the HR managers
review each employee, the employee reviews themselves and their performance in the
past year. This situation shows the human resource approach because the organization
first consults the employee on how they are doing and then they review them. This
approach gives the employee an opportunity to contribute to their review and make their
thoughts and ideas known to their managers. This approach is also referred to as the
family metaphor and as a human resource manager, it is their job to help improve
Network roles:
Network roles plays a huge role in Human Resource managers role by how they connect
employees with each other. It is simply defined as the way individuals are connected to
each other and that is their job with the new and current employees in their organization
(Miller, p.67). Those that talk to many people within the organization would be
characterized as group members and connect with others while at work. This also
increases the more that employees identify with their organization and this can also be
called task interdependence. Task interdependence refers to the degree to which team
members identify with, and intend to help, one another both through their actions, and
through providing resources (Johnson & Johnson, 1999). Human Resource managers
also plan socials and employee meetings so that others can get to know each other within
a large company so that they can go from being isolate to being characterized as a group
member. Isolate employees are defined as those that are not connected to others within
the organization and dont pursue employee relations. Human Resource managers can be
employee that talks to two or more people in the organization that have different
Corporate Communications employee that works internally and writes memos for
to connect with another department. It is also shown that those employees that are
connected to the organization that they are a part of, increases their task performance and
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resulting in cooperation (Wang et al. 2011). This shows that employees have a sense of
responsibility and cooperation when they are connected within the organization more.
While job shadowing Wendi, it was evident that it is her job along with the other Human
Resource managers that the events they put on are impactful on employees. They strive to
encourage relationships within the organization and notice impact on how the employees
Human Resource management job by how new employees know about the organization
and their interviews. This tactic is how new employees gain information on an
organization and job either before an interview or within their first few days of working.
New employees usually go through a training process once they are hired to help them
new employees go through a 6-week training process and once they finish that, they still
work closely with their manager to make sure they understand (Wendi Arnston). Some
ways that Deluxe Corporation avoids the information seeking strategies that many new
employees use is a time when new employees get together to ask questions after their
first few days of work. This gives the new employees a chance to ask questions to the
Human Resource manager and to not need to use indirect questions to others. Indirect
questions can be useful in some situations but in most, they cause confusion since the
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employees are not going straight to the source which would be their manager or HR
manager who hired them. All of these forms of information-seeking tactics are using
disguising questions. Testing limits and third party can be characterized also by verbal
communication but also by forming relationships by finding answers. One of the top
business schools in the nation, Harvard, a few of their professors said that
2008). This shows that any of these forms of communication is crucial in an organization
such as Deluxe Corporation that is expanding in multiple states and countries. Human
is their job to lay out all the information to the new employees so they dont need to
Through this assignment and job shadow, I have learned many things about the HR
Management job and the financial industry that Deluxe Corporation is. This day was similar to
what I expected in the aspect of a big organization that has a lot of different branches within it. I
did not expect the differences in jobs and roles within the organization to work so closely with
each other both physically and how their roles were intertwined. One thing that disappointed me
while job shadowing was the amount of time that the employees put in their work each week.
The organization as a whole makes it easy for the employees to eat, be entertained and hosts
other activates so the employees have almost everything they need at work. During the job
shadow, I was excited that I got to meet and network with so many different departments within
the organization so I could see what area I would enjoy working in the most and what areas I
I thought the most rewarding part of this job was the effects of seeing the employees that
that Human Resource managers hires succeed in their role. When hiring employees, the HR
managers only know so much and hope that the person they hire stays with the organization and
succeeds. A frustrating or demanding part of this job is the time commitment that it involves.
Wendi, as the Senior Human Resource manager usually arrives at work between five and six in
the morning and will usually stay until about six or seven at night. This career demands a lot of
an employees time but I was surprised that there is so much work to do that she works at least
60 hours a week. Overall, I really enjoyed my job shadow experience and am thankful that I got
to see many different departments and how they all work together so I can have a better
Conclusion
On Tuesday October 11th, I job shadowed a Senior Human Resource Manager, Wendi
Arnston and it was a great eye opening experience. I was able to see many departments within
Deluxe Corporations and learn the roles of each department such as the call center, human
resource team leaders and corporate communications. Through this experience I was able to
articulate which area of communications and business I would like to go into and which ones I
am not as interested in. This paper describes the main experiences I had throughout the day and
connected the Human Resource career with terms and concepts from organizational
having control of the employees whereas the Human Resource approach still lets the employees
have a voice within the organization. Network roles and Newcomer information seeking tactics
show how the employees connect with each other within the organization and how they adapt to
being new. These are shown through the Human Resource managers role because they work the
most with new employees and it is their job to plan events and connect employees with each
other in the organization. Not only did I learn more about the Human Resource career but I was
able to learn about the corporate world as a whole and what part I would best be used in.
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References
Barley, S.R, & Kunda, G. (2001). Bringing work back in. Organizational Science, 12, 76-95.
doi:10.1287/orsc.12.1.76.10122
Johnson, D. W., & Johnson R. (1999). Learning together and along: Cooperative, competitive
and individualistic learning (5th ed.) Boston, MA: Allyn & Bacon.
Kleinbaum, A. M., Stuart, T. E., & Tushman, M. L. (2008, July 31). Communication (and
Miller, K. (2015). Organizational communication: Approaches and processes (7th ed.). Stamford,
Wang, C, -H., Yen, C-D., & Huang, T.-C. (2011). Task interdependenc, team conflict, and
Communication Challenge
By:
Ashley Ayers
CMST 366
11/20/16
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Communication Challenge
The job and career of a human resource manager depends a lot on communication
internally and externally for an organization. A communication challenge that many human
resource managers face is the technology barrier when trying to relay information to employees
within an organization. There are many channels of communication that HR managers and CEOs
of companies use and it is a challenge to determine the most effective way to communication to
employees. Wendi Arnston (2016), a Senior Human Resource manager at Deluxe Corporations
in Shoreview, Minnesota, describes the technology changes in the recent years to be helpful and
challenging to the role of training and hiring new employees. Many organizations are switching
to conference calls over the internet or Google Hangout versus flying employees across the
country to attend a meeting. Arnston, who manages human resource managers all across the
country, explains a few of the technology challenges include finding times in all of their
schedules to discuss employee performances as well as training employees on new tasks when
they are not physically in the same place. Another way that technology is a barrier when relaying
information to employees in the human resource managers job is that a lot of their time is spent
sending and responding to emails about various meeting and policies that are put in place. The
exchange of emails can be helpful because it is efficient, but it also a challenge because
information can be broken up in pieces and can make it more difficult for all employees to be on
the same page about a new policy for information they need within the organization.
so difficult to resolve is the increase of technology in our society and workplace. Since many
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organizations such as Deluxe Corporations have branches of the company in many states and
countries, it is important that they use technology to communicate to all employees but it
becomes problematic when information is miscommunicated across media such as work phone,
computer and tablet. Organizations such as Deluxe use databases to store all their customer
information which is a form of communication using technology and can helpful since all the
employees need the information. This form of communication can also be harmful to the
organization because if there is something important they need to know about the customer and it
is not properly documented within the database, it leaves room for miscommunication or
Description of Options
There are a few options that human resource managers and organizations can take in
order to cross the communication barrier through technology. According to Stone and Deadrick,
(2015), the use of technology by human resource managers helps reduce costs for the
person. Although it would be the most effective for an organization to allow new employees to
all meet with the human resource manager for weeks for training, it is not the most convenient
and having training programs online allows the new employee to learn at their own pace on their
own time. Intranets have become more common forms of communication for large organization
because they allow information to be given to all employees and just the employees within that
organization. Human resource managers can still create the training materials and update them as
often as needed, but by having them available online rather than requiring new employees to
meet with the human resource manager, it allows for their time to be allocated other places and
for the new employees to have time to process what they are learning.
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Another option to combat the barrier of communication in technology for human resource
managers is to allow their role to do be done by multiple people. With another human resource
manager in charge of training and another in charge of hiring and recruiting, it allows for time to
be allocated in the right places for communication to be effective. Human resource managers
could also work more closely with corporate communication within their organization to help
them get information out to the employees more effectively and efficiently. Many organizations
are not big enough to have corporate communication specialist to relay information within
departments but even having a human resource managers role to do this for very important
messages would benefit the organization all being on the same page. Organizations have also
been using their intranet to relay all information such as meetings and what is happening for
someones birthday on a certain tab to ensure that all information is relayed to all employees
According to a study by Hecklau, et al. (2016) about the holistic approach for human
resource managers in the industry of changing technology, it is the human resource managers
job to become strategic when using technology to communicate. One of the main roles of a
human resource managers is to hire and promote those that the organization thinks would benefit
them the most. By the human resource managers being strategic on what the organization needs,
they are able to communicate where they need new employees and where they can use promote
from within. When the human resource manager communicates effectively either in person or
through technology to the current and prospective employees, it allows the employees to know
what is expected of them as well as what that organization is looking for in their company.
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My Response
While researching and reading about possible communication challenges that I could face
upon entering the career path of human resource management, it was also helpful to read the
possible alternatives. Since the use of technology is just going to increase as I enter the work
force, it is important for me to know how to use these forms of technology and also what makes
them effective. A few factors that I would consider when entering this career is how important
technology is to an organization and how heavily they rely on it on a daily basic. By looking at
the literature on this topic, there are many positive and important implications to having
technology as such an important part of an organization but there are also many challenges to it
A few terms and theories that can used to describe this challenge is the direction of
communication flow and styles of communication. According to Miller (2015, p. 52), classical
organizations rely heavily on downward direction of communication for workers whereas the
human relations approach does not rely as much. The human relations approach does not
eliminate the need for vertical flow of communication but it does emphasize the need for
employees and how beneficial their interactions are for their workplace performance.
Technology can be a helpful tool within the workplace for vertical communication so that the
managers and human resource managers can get information to all employees quickly.
Technology can also be a helpful for horizontal workplace communication and relations so that
employees can communicate to their peer and team based learning in the workplace can happen.
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Communication styles have been shaped differently since technology has been more
prevalent in our lives and our workplaces. Communication between employees and managers
supposed to be formal and have a goal of satisfying social needs according to Miller (2015, p.
53). With the increase of technology in society and our workplaces, it has left a gap of non-
verbal communication interpretations and fulfilling human needs. Technology can quickly
become an informal form of communication when not used properly like e-mail and cooperate
communication memos in the intranet of an organization. When technology starts to use slang
and contains information that is not needed for the task as hand for another employee, that is
when it takes on the form of being informal and not useful to the organization.
Experts such as Jen Schramm who writes for the SHRM (Society for Human Resource
technology. New technology has a goal of increasing flexibility and productivity for employees
but makes it difficult for human resource managers to plan and implement team building
activities. Schramm also notes that technology is vital in the workplace today and it is here to
stay.
After reviewing and considering the possible challenges that I could face when I pursue a
human resource career, I will be better prepared for when those situations occur. Ive looked at
the possible challenges that technology brings to communication in an organization for a human
resource manager. I have also connected the terms direction of communication flow and
communication styles when evaluating this problem and the possible alternatives.
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References
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