Communication and Human Resource Management and its Compliance with Culture

Abstract

According to the conception of personnel management, human resource management requires efficient use of human resources. This is ensured by various activities directed towards the area of management. Among these activities there are for example the recruitment of employees, development, strengthening of relations, mutual inspiring, implementation of correct working processes and systems used by individuals or groups. Keywords—Communication, company, customers, employees, human resource management, manager, organizational structure, personnel management, strategic management. I. INTRODUCTION ERSONNEL management deals with the development of human resources and performs the role of a multiplier of one of the inputs that the company needs to meet its goals. The main purpose of human resource management therefore lies in the preparation of job descriptions and the establishment of working conditions suitable for the development of human resource potential. This is a kind of support which takes into consideration changes in corporate culture and philosophy and encourages colleagues to be more committed to company goals and strategies and to identify with company philosophy. Moreover, strong corporate culture and correctly defined strategy significantly contribute to integration, co-ordination and motivation of individual employees, their initiative and improvement of quality of work. It strengthens their loyalty and responsibility with respect to their company. It is not an easy task to set visions and goals that would match the goals and expectations of employees and meet the expectations of customers. Personnel management respects an approach in which market orientation starts and ends with people and employees can listen to market signals identify trends, wishes of customers as well as their dissatisfaction and complaints. For the information to reach the company management, it must be communicated. At the same time, the management must be willing and competent to listen to the information and requested changes and to interpret them. This requires a qualified employee accepting the corporate culture, i.e. correct decisions of personnel management.