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This article by Julie Zhuo about her personal accounts and things she learned while managing companies was very interesting to me, as rather than provide a general and basic overview of business management, she provides an in-depth, personal chronicle of her experiences, greatest takeaways, and afterthoughts that helped me better understand how management works.

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Unintuitive Things I’ve Learned about Management (Part 1)

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I first started managing people seven years ago, three years after I graduated and got my first design job. At the time, I was woefully…

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Steve Jobs' account on leadership applied to real-life situations and his leadership at Apple and in various other areas provided an additionally interesting overview of management, especially with such a well-known CEO that had one of the most successful endeavors in the industry. I found his practices to be particularly interesting, as he did many things considered to be "out-of-the-norm" and had several unique approaches to managing his team and company.

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The Real Leadership Lessons of Steve Jobs

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Six months after Jobs’s death, the author of his best-selling biography identifies the practices that every CEO can try to emulate.

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Module 2: Ethics and Corporate Social Responsibility

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Module 2: Ethics and Corporate Social Responsibility

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This Forbes article helped me better understand each level of ethics and corporate social responsibility because of the model that was provided by Archie Carroll. The author gave an overview of how this model takes a deeper look into this subject, which I had never particularly studied a lot before.

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Council Post: Corporate Social Responsibility And Business Ethics

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A firm’s focus solely on financial profitability may not support business responsibility and ethics.

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Module 2: Ethics and Corporate Social Responsibility

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Module 2: Ethics and Corporate Social Responsibility

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This image I found was helpful to me in terms of understanding the difference between ethics and corporate social responsibility; these 2 concepts are often associated with each other or correlate to each other, as they are in this module, so it is nice to be able to look at this information that distinguishes the two in each of their aspects and details as well as outcomes.

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Module 3: Management Within a Global Organization

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Module 3: Management Within a Global Organization

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I mainly thought this cartoon about management was entertaining and a bit silly. In management, especially on a larger scale such as managements within global organizations, there are various levels of operations and a need for approval on each level or each advancement. This cartoon depicts the stereotype that management never approves ideas that employees think are "good", and the doubt that employees have when creating a project that could potentially run well.

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In this video, author and performance coach Bryon Morrison explains how successful CEOs make decisions that benefit their companies and consumers that essentially help them to be effective. This helped me further understand the "trick" behind what sets an effective CEO apart from others; making disciplined and well-planned decisions that stand miles ahead rather than what sounds plausible or rewarding in the moment.

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How CEOs make decisions #ceo #founder #founderceo #ceomindset #successmindset #mindset

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Module 3: Management Within a Global Organization

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Module 3: Management Within a Global Organization

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This article better helped me understand the challenges of what it is like to be a global leader in an organization. By going over the qualities that a good global leader should have followed by the challenging aspects of managing a global organization, I now have a more realistic viewpoint of what global managers/leaders have to navigate.

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Global leadership: navigating challenges and inspiring change in a connected world | Penn LPS Online

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By connecting finance, trade, and people, globalization also creates the need for informed and effective global leadership. This article explores what it means to be a successful global leader and addresses the challenges involved in taking the helm at a global organization. What is global leadership? Global leadership refers to leading various employees and other stakeholders across multiple regions of the world.

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I found this BigThink video to be very interesting; Adam Bryant introduces the idea of being CEO and how it is portrayed, and he proceeds to go into depth about the "paradoxical" qualities that a CEO must possess in order to be successful. These qualities include characteristics that may seemingly contradict each other, yet are completely achievable. These aspects go into the decision-making of CEOs and how they are successful or unsuccessful as a result.

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Want to be a CEO? Become a master of paradox | Adam Bryant for Big Think+

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Module 5: Organizational Structure and Processes

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Module 5: Organizational Structure and Processes

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I found this article to be helpful to me in understanding various types of organizational structures that can be utilized in a business, more specifically a small one. I have always been interested in opening my own business and I know that big CEOs start small and build their way up. I found the organizational structures provided in the article to be sensible and realistic.

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Choosing the right organizational structure for your company will help your team stay organized, improve communication and collaborate productively. - Getty Images/ jeffbergen

Organizational (org) structures help companies stay organized, improve communication and collaborate productively. Choosing the best org structure for your business starts by defining how you want your business to operate and considering the different org models that enable that vision.

Typically, org models fall on the spectrum between " mechanistic" and "organic." Mechanistic reporting structures are more hierarchical with a top-down approach to reporting, managing and delegating. Organic structures are more collaborative and flexible. Each of these five types of organizational structures have advantages and disadvantages, so it's important to consider which one may be right for your business.

Functional reporting structure

The functional reporting structure is one of the most common types of org structures. It groups employees together based on their function, or role, within the organization. For instance, the sales team works in one department, the IT team in another and the finance team works in a third group. This encourages employees to specialize in one field, but it can also lead to siloes that make it difficult for teams to collaborate cross-functionally.

Divisional or product reporting structure

In this reporting structure, employees are grouped together by product lines, geographic region, market, or some other natural division. This type of org structure typically works best for large companies that have many products and sales channels. This is because each distinct division will have its own resources that allow it to manage sales, IT, marketing and other operations. These types of reporting structures can lead to a duplication of resources that makes it difficult to scale. It also may decentralize decision-making and lead to bureaucratic red tape.
[Read more: How to Structure Your Management Team]
Process-based structure

Process-based org models are designed around the flow of processes that allow a business to bring a product or service to market. For instance, research and development comes before customer acquisition, which comes before order fulfillment; therefore, employees would be organized around these three discrete processes. This structure considers how employees work together and interact with each other to create a flow that improves the productivity of the business. Like other structures on this list, though, this structure can also lead to siloes that prevent valuable feedback from being shared widely.

Matrix structure

The matrix structure falls closer to the organic end of the spectrum. It doesn't follow a hierarchical model, and instead creates dual reporting relationships for each employee. This means each employee reports to one person for function-based communication and a different person for product-based communication.

"The main appeal of the matrix structure is that it can provide both flexibility and more balanced decision-making (as there are two chains of command instead of just one)," wrote Hubspot. "Having a single project overseen by more than one business line also creates opportunities for these business lines to share resources and communicate more openly with each other - things they might not otherwise be able to do regularly."

This structure works best at companies that have multiple divisions, campaigns and products. For instance, if a business is launching a new piece of accounting software, the sales rep may report to the software development manager as well as their own sales director.

Flat structure

A flat reporting structure is the most organic of the reporting models on this list. "The flat reporting structure works for organizations that have zero distinct authoritative positions. This means that decision-making is equal throughout the company, as no managers or senior-level positions exist," wrote Indeed.

The vision behind a flat structure is one of transparency and productivity. Ideally, employees feel motivated by sharing the decision-making power and without the pressure of reporting to senior leadership; however, when there's a disagreement over the direction of the business, it can be hard to find alignment and get everyone on the same page.
CO- aims to bring you inspiration from leading respected experts. However, before making any business decision, you should consult a professional who can advise you based on your individual situation. Follow us on Instagram for more expert tips & business owners' stories. To stay on top of all the news impacting your small business, go here for all of our latest small business news and updates. CO-is committed to helping you start, run and grow your small business. Learn more about the benefits of small business membership in the U.S. Chamber of Commerce, here.
Published January 06, 2022

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5 Types of Organizational Structures for Small Business

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Organizational (org) structures help companies stay organized, improve communication and collaborate productively. Choosing the best org structure for your business starts by defining how you want your business to operate and considering the different org models that enable that vision. Typically, org models fall on the spectrum between " mechanistic" and "organic."

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Module 5: Organizational Structure and Processes 

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Module 5: Organizational Structure and Processes 

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I found another cartoon that I thought was amusing and also depicts a common stereotype or mindset of a typical business environment that may be perceived by some employees. Instead of naming an actual organizational structure in business, this employee appears to tell another that no matter how much work they do or how good it is, the higher-ups, such as their CEOs and managers, will take credit for it and it will always be that way in the company.

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Module 6: Managing Human Resources and Communications

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Module 6: Managing Human Resources and Communications

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This blog was very informative and effective in explaining techniques to communicate clearly with employees, managing people, and focusing on positive outcomes. I find unclear communication to be one of the main problems that lead to the failure of organizations and even personal human relations, which makes it even more important to learn to communicate effectively and clearly with people in the organization to prevent negative outcomes and misunderstandings.

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A recent study found that nearly half of all employees (47%) have thought about quitting because of bad communication at work (Communication Studies, 2023).

This shows how serious communication problems are in HR. When messages aren't clear, it can make employees unhappy, trust less, and even leave their jobs.

Given these challenges, the need for HR professionals to master the art of communication has never been more urgent. Whether rolling out new policies, launching development programs, or engaging in day-to-day interactions with employees, the ability to convey messages in a clear, compelling, and accessible manner is key to building a cohesive and motivated workforce.

In this article, we delve into the essentials of aligning human resources and communication, drawing from the latest objectives, tools, trends, and best practices in HR communication. By the end of this guide, you'll know how to foster a positive work environment, and drive organizational success through effective communications.

What is HR Communication?

HR communication refers to all messages distributed by Human Resources to two distinct audiences:

The company's employees, via internal communication - also called "employer communication" in this specific context.

The general public (candidates, clients, investors...), as part of external corporate communication - also called "HR marketing".

Why Must HR and Communication Go Hand-in-Hand?

Beyond managing Human Resources in administrative and social terms, Human Resources have every interest in developing a real communication plan linked to their strategy.

HR and communication go hand in hand when this department must:

Announce key company life events to employees. Completion of inspiring projects, recruitment waves, implementation of new processes and tools in the company are all moments that need to be known internally, and possibly externally.

Communicate about job offers and recruitment in the company. With good HR communication around these elements, the Human Resources manager receives qualified applications.

Disseminate the company's training offer to employees, to motivate them to upskill.

Report the company's social standing to the General Management.

Communicate externally in case of a crisis...

Whether you are an HR manager in a small, medium-sized, or large organization, you will inevitably encounter a moment when you need to communicate about your initiatives.

What are the Challenges of HR Communication?

The HR function can pursue several objectives in its communication strategy. Here are the key challenges to remember when choosing the strategy that should guide your own communication plan.

Establish a connection between management and employees

In today's organizations, it's impossible to stick to a top-down communication, where only management addresses employees. HR communication is also bottom-up.

With your communication plan, you relay messages from the field to the leadership team, so it can improve performance and daily well-being at work for employees.

Stimulate employee engagement

Sharing the company's projects and successes through good HR communication motivates your employees.

And, employee engagement is a true performance driver for the company. It has been proven that happy employees are on average 13% more productive at work (Oxford University x BT): a good reason to make sure your team wants to show up to work every day!

Promote company culture

HR communication can also aim to spread the company's mission, vision, and values.

Internally, this ensures team cohesion around a common culture for everyone. Externally, it promotes the attraction of new talents aligned with your organization's values.

Retain employees

As a result of the previous points: the more your employees are engaged in the company's life and motivated by their work environment, the more likely they are to be loyal. When thinking of attrition rates, HR communication plays a determining role in reducing your turnover rate.

Develop the organization's employer brand

In France, the UK, Germany, and Ireland, 68% of workers prioritize companies with which they share common values ( Forbes). Thus, by communicating about your company culture, you boost your talent attraction strategy and your employer brand.

Not to mention that by making your culture visible to potential new recruits outside your company, you also promote a good brand image to potential clients.

All the more reason to equip yourself now with the most suitable HR communication tools for your objectives.

10 HR Communication Tools You Need to Explore

To manage HR in your communication plan, consider equipping yourself with the following ten communication tools.

Intranet

Your Intranet is a space entirely dedicated to your company's internal communication trends, and specifically to communication emanating from Human Resources. This space can be co-managed with your internal communication manager.

You can post all the HR communication content you produce: educational articles explaining your processes or good work practices, engaging and explainer videos, announcements of upcoming events...

Corporate Social Network

A corporate social network is more or less like an Intranet. However, often, this type of platform has more advanced social, exchange, and content sharing features.

This "internal" social network allows employees to exchange among themselves, without distinction between silos, but also with you, HR, and with management.

Instant Messaging

As remote work has become democratized, professional instant messaging services such as Microsoft Teams or Slack have become essential work tools in many companies.

What if you created a channel dedicated to your Human Resources communication in your instant messaging? You could then relay key information and communication content right at the heart of a space where your employees visit daily.
#people
Video

Video is THE most engaging format for your employees. An ideal format for conveying and retaining a key message, it is also versatile enough to subscribe to all your HR communication objectives.

You might consider creating:

Interviews with employees, new recruits, teams, or your leaders, to foster team cohesion and inspirational leadership in your organization.

Educational or onboarding videos, such as tutorials to present new HR processes and tools.

Videos promoting your company values or CSR commitments

Recruitment videos, to highlight interesting positions available in your organization

Internal Newsletter

Align with your company's internal communication manager if you wish to disseminate your HR communication messages in the internal newsletter.

For example, you might want to highlight:

Your job offers or internal mobility opportunities

Your training or onboarding plans for the coming period

The new products, services, or goals of the company

The successes of your teams

The surveys you wish to distribute to employees

Invitations to upcoming internal events

Internal Posting

Posters set up in your premises, or digital screens projecting your key messages, remain perfect levers for highlighting information.

You can use them to present regulations in force in the premises, or to communicate about occasional events.

Internal Surveys and Polls

Because Human Resources communication often needs feedback from employees, launching surveys or internal polls occasionally can be interesting.

You might choose to anonymously or non-anonymously query your employees on their vision of the company's values, their perception of Quality of Work Life, or their training expectations.

And to receive their ideas daily, why not install a suggestion box in your premises?

Events

Organizing company events can be a fabulous way to disseminate your HR messages, but also to foster social dialogue in your organization.

You can choose to organize events:

In person: meetings, seminars, team buildings...

Remotely: internal webinars, online conferences...

Recruitment Communication Tools

All the tools you use to recruit new employees are just as many HR communication tools to use to the maximum.

To disseminate your messages, consider using:

Your recruitment ads, on LinkedIn or job offer sites (APEC, Welcome to the Jungle...)

Your "Career" site, or just a simple page of your website that gathers your job offers as well as content to present the company, its culture, and its recruitment processes

For example, the Disneyland Paris Careers site is particularly engaging. Filled with all the current job offers, it also reveals the behind-the-scenes of the park's professions, as well as the values and commitments of the brand. All complemented by attractive videos, to catch the visitor's eye.

Onboarding Platform

Onboarding your new recruits is a key moment to communicate with them. The goal: to welcome them properly, train them in your company's best practices, and retain them from the start.

For this, you can opt for setting up an integration platform. You then integrate the welcome booklet for new recruits, as well as training content on the culture and key processes and tools of your company.

And to make the best use of these ten tools, don't forget to always be in tune with the current HR communication trends.

The 7 Trends in Human Resources Communication

Dive into the HR communication trends of the year, and apply them to your strategy.

Employer Brand Campaigns

Also called employer branding campaigns, employer brand campaigns aim to disseminate your company culture internally and/or externally, to develop a positive image of your organization.

You can disseminate them on your company's social networks - or even on profiles entirely dedicated to recruiting talents or retaining your employees.

Employee Ambassador Programs

Also named employee advocacy programs, these programs aim to encourage employees to share content related to their experience in the company towards their own networks.

Thus, these messages reach their professional (or personal) network, and develop your brand's image among your clients but also potential candidates.

Keep in mind: an employee advocacy program requires setting up a process to help them create this content while respecting the confidentiality of certain internal company information. You must also give them enough creative freedom so that they adopt their own tone, and that the published posts are authentic.

Gamification

Gamification involves implementing game mechanics in a serious or professional context. In terms of HR communication, this technique can be applied to the events you organize.

For example, you might consider:

Launching internal contests, in which your employees can win prizes

Organizing prize giveaways for your employees: customer relationship prize, most efficient salesperson prize...

Proposing team buildings based on a game mechanic: treasure hunts, olympiads...

All of which push teams towards cohesion internally.

CSR Communication

Did you know that:

56% of young people first look at a company's social commitments and employer branding during the recruitment phase (workplace well-being, equal opportunities, respect for diversity...)?

45% look at economic commitments (ethical practices, safety and quality of products and services, local and sustainable economy...)?

Only 18% of Gen Z and 16% of Millennials believe their employers are strongly committed to fighting climate change? (Deloitte)

Your employees and potential talents, young or more senior, are indeed interested in the CSR commitments your company makes. It's up to you to communicate with them, internally as well as externally.

For this, you might consider communicating on:

Your CSR commitments, pushing for eco-responsibility and sustainability in your company

Your end-of-year CSR report summarizing your ecological, social, and societal achievements for the period

Your labels and other awards related to CSR...

The Theme of Mental Health and Well-being at Work

Since the health crisis, the theme of mental health at work has become central for many employees and talents. In short: workers are increasingly concerned about the Quality of Work Life that a company can offer them.

Therefore, enrich your HR communication plan with initiatives such as:

Workshops on stress management

Coaching or mentoring programs to support employees in difficulty

Awareness days on various professional psychological diseases

Content related to mental health (right to disconnect, good practices for comfortable telework...)

Inspiring Leadership

62% of young people want to evolve alongside inspiring people, and 61% wish their managers would care about their progress (SKEMA x EY). Hence the interest in including in the heart of Human Resources communication your leaders and managers.

You can create video interviews, and speeches during internal conferences and seminars, that will inspire your employees.

On the external communication side, implement a leader advocacy strategy. This consists of encouraging leaders to speak out on their social networks. On top of helping with developing their network, the employees who follow them are inspired, just like candidates who research leaders before a job interview.

Transparency

If there's one HR communication trend to keep in mind, it's the notion of transparency.

In each of your communication supports, make sure to be authentic about your internal processes, your company's figures, your recruitment process, your compensation policy, your working conditions...

This is where having your employees and leaders themselves intervene in your HR communication is important. They become guarantees of transparency and honesty for external targets.

Human Resources and Communication: 3 Inspiring Examples

To set up a well-crafted HR communication plan, there's nothing like taking examples from companies that have become experts in the matter! Here are four inspiring ones.

Netflix

The famous distribution platform has been running WeAreNetflix, an HR communication program, on multiple channels for several years now.

On its dedicated YouTube channel, you can find semi-long interviews with employees, as well as videos highlighting the behind-the-scenes life at Netflix. On Instagram, the company's policy of inclusivity, diversity, and gender equality is clearly visible.

WeAreNetflix is even available as a podcast, where employees are invited to talk about their vision of life in the company.

HubSpot

At HubSpot, there is the establishment of a real candidate experience, and truly inspiring Human Resources communication.

On the "Careers" site of HubSpot, you can find, among other things:

Its Culture Code, gathering all the values and missions inherent to the brand

Advice for preparing for interviews and tests offered by the company, in the form of articles and videos

True transparency on the recruitment process

But the company's HR communication does not stop at its website. It is found on social networks, where it posts videos in a light tone, embodying the brand through its employees:

The company has also made sure to develop its page on Welcome to the Jungle, which includes many video interviews of leaders and employees.

TikTok

TikTok stands out for its exemplary integration of Human Resources and communication, particularly through its @LifeAtTikTok channel.

This platform is a vibrant showcase of the company's culture, demonstrating its commitment to creating an engaging and supportive work environment. The channel is rich with employee stories, giving a personal touch to the TikTok work experience and offering an insider's view of daily life at the company. It also features recruitment events, celebrating diversity and inclusion, and sharing insights into the innovative projects TikTok teams are passionate about. By leveraging this dedicated space, TikTok not only attracts talent but also fosters a sense of community and belonging among its employees, highlighting its dedication to quality of work-life (QWL) and corporate social responsibility (CSR) initiatives.

To make Human Resources and communication rhyme, you first need well-defined objectives: attracting talents, developing employee engagement, retaining your employees... Mix these objectives with appropriate tools, as well as innovative trends, and a dose of creativity: here's to a successful HR communication!

You've seen it: video is an ideal format for communicating your key messages, internally as well as externally. Need a tool to design professional videos, without technical skills? Test PlayPlay now.

Louise Antonas

Head of Recrutment

With 12 years' experience in recruitment for major French groups. At PlayPlay, Louise is responsible for a team of 5 people, covering an international scope to recruit from our offices in Paris, New York and Berlin.

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HR Communication: Definition, Challenges, Tools, and Examples

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Align Human Resources and communication by drawing from the objectives, tools, trends, and best HR communication practices of the moment.

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Module 6: Managing Human Resources and Communications

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Module 6: Managing Human Resources and Communications

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In contrast to the last blog, this one added more in-depth techniques to improve communication in HR and business organizations. The examples were especially helpful, as they named specific ways that communication could be improved in various situations as well as what type of information and practices would be included in each example, such as maintaining workplace culture and encouraging face-to-face communication.

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Improving HR Communication in the Workplace

HR communication is all about how businesses engage with their employees. In this blog we will give you some tips on how to improve HR communication in your workplace and get more from your people. We'll even give you the lowdown on how HR communication software is used by the world's top businesses to improve communication and productivity. We're experts on HR communication, it's our bread and butter. For years we've worked with HR experts from around the world and have experienced first hand the biggest reasons as to why many companies fall short when it comes to HR comms. We know that in order for people to thrive, operate effectively and manage employee satisfaction, communication is an imperative. When encouraged to communicate up and down the chain within a company, employees can experience an increase in morale, productivity and commitment.

HR communication is related to employee training, benefits, wages and any other company news. All of this information helps the workforce succeed, but often the bridge connecting employees to leadership is broken. According to Gallup, 74% of employees feel that they're missing out on company information and news and other research suggests that a massive 72% of employees don't have a full understanding of the company's strategy.

So, how do you ensure a strong communication loop is maintained between both HR and employees?

Top 10 Tips on How to Improve HR Communication in the Workplace:

1. Create a Long-Term Internal Communications Plan

Firstly, it's important to create an effective communication strategy to increase productivity and improve employee relations and communication. This is vital to measuring HR communication in the company, so you can see what works, what doesn't and how you can make improvements accordingly. 60% of companies don't have a long term strategy for their internal communications. No matter how big your company is, you need to have a long term plan for your internal communications.

Your internal communication strategy should include key steps such as:

Conducting an audit to understand your company's structure and your employees needs when it comes to employee relations and HR communication.

Setting clear objectives to help keep your employees informed, to improve engagement or help employees find meaning at work.

Choosing the channels you're going to use to communicate to your employees. It's important to choose the right type of communication, whether it be an employee engagement app, intranet platform or any other means of communication.

Choosing the type of content you're going to share internally.

2. Create an All-In-One Communication System

An important part of HR communication is having a single, secure HR platform. This should include all of the information relating to your employees (including employment history, contract details, salary, diversity information, personal information, documents, company assets, performance records, and absence history).

This platform should benefit every employee and company documents should be easily available for employees to access: policies, procedures, standard templates, guidance notes, and forms should all be available in one central location. This means that when an employee doesn't know or has forgotten an important company policy or procedure, the information they need is ready and waiting.

3. Encourage Face to Face Communication

HR often relies too much on email for internal communication, which can cause confusion since tone of voice and facial expressions are not taken into consideration. This miscommunication affects employee relations and performance as organisations rarely have the time to personalise these conversations.

However, if building trust within your employees is part of your company's goal, you will benefit from replacing typing with having a face to face conversation. Since many employees are remotely working, these conversations can be held easily by a simple video call. Having a verbal communication builds and strengthens the relationships within an organisation by maintaining a sense of friendliness, integrity and authenticity towards each other.

In a recent study, it was shown that 60% of emails received by employees are not important. You may want to reconsider your HR communications strategy and start using an employee communications app where you can engage your employees with your company content.

4. Make Company Culture the Focus

Employees will communicate better if they have a common goal and a shared culture. HR departments should aim to reach the same atmosphere that they want to see in the rest of the company. Only 23% of executives say that their companies are excellent at aligning employees goals with corporate purposes. So, having a shared culture not only promotes consistency in the business, but also allows organizations to benefit from an open and friendly workplace.

A great company culture will also create a fun and engaging working environment that can result in a higher level of productivity and employee relations. Having a transparent work culture is important to ensure that there is trust between HR, management and employees.

5. Share Engaging Content

You should start by considering your employees a part of your target audience. A company's content needs to be written for them just as much as it is for your other target audiences.

Most people are visual learners and this will certainly include your employees. Employees are 75% more likely to watch a video than read text. However, most companies are still sending out long emails when it comes to internal communications. The key is to share engaging content that will boost the HR communication and information sent to employees.

Some of this content could include:

Video

Infographics

Interactive Newsletters

Visually engaging company news

6. Implement Surveys

Surveys are great for effectively communicating with your employees and improving employee relations between HR and the team. Surveys facilitate two-way communication, your employees will feel more engaged and empowered and, in return, you get valuable information and data that can be used to positively shape your strategy.

It's widely known that when employees are satisfied with their jobs, they are much more likely to be happy, engaged and productive in their role. Therefore, implementing employee engagement or employee satisfaction surveys in your organisation will massively improve your HR communications.

7. Strategise an Onboarding Process for New Employees

HR communication will be effective by carefully planning onboarding steps for new employees, it will give them the information, relationships, and communication tools they need to be comfortable and confident enough to do outstanding work for the company. Employee productivity increases by 20-25% in organisations where employees are connected.

Especially for new employees, it can be difficult to learn the ropes in a workplace, therefore it's so important to ensure new employees are connected with teams from their very first day. The company intranet is the perfect place to put together a great employee training program that every new hire will complete.

8. Make Internal Documents Easily Accessible

HR communications isn't just the verbal exchange between employees, it also concerns important information which needs to be shared. It's vital to centralise all of this information in one place. A huge 57% of employees report not being given clear directions when it comes to accessing internal documents.

You can make internal knowledge easily accessible via documentation and training videos on your company intranet.

9. Align Employee Goals With Business Purposes

It's important to work towards a common goal, when every person in a team or company is working to achieve the most important business objective, it will deliver success and boost morale.

There are 4 levels of alignment that a business should maintain in order to be successful:

Employee-role alignment - Finding the right fit for the position at hand.

Employee-goal alignment - To get employees moving in the same direction, make sure their business goals are aligned with personal targets.

Employee-team alignment - Effectively combine employee expertise and strengths so they can effectively contribute to the teams success.

Employee-organisational alignment - Level of alignment is strongly connected with the level of commitment of your employees and how successful your business is.

10. Take Advantage of Social Media

Social media is a powerful tool to enhance HR communication and internal collaboration in the workplace. Companies should encourage their employees to like, comment and share interesting content or posts about their organisation. This will almost certainly spark conversations, educate employees and boost morale between the team.

As an HR communicator, the types of internal content could vary from:

Employee focussed content which will appeal to them in a way which will make them want to share it.

Educational content which highlights and makes you employees look professional and shoes that they are experts in their fields.

Uplifting content which could include sharing feel-good posts and showing the company's human side.

HR Communication Software

HR communication software plays a vital role in modern organisational management, serving as a powerful tool for enhancing internal communication and streamlining human resources processes. As companies grow in size and complexity, effectively communicating with employees becomes increasingly challenging. This is where HR communication software comes into play, offering a centralised platform to disseminate critical information, align HR policies, and foster employee engagement. Big companies, in particular, rely on this software to address the unique communication needs of their extensive workforces, promote collaboration, and ensure a cohesive organisational culture. Read on to discover why and how some of the world's biggest brands incorporate HR communication software into their every day operations.

Procter & Gamble:

P&G, a multinational consumer goods company, leverages HR communication software to optimise internal communication channels and foster collaboration among its employees worldwide. By utilising this software, P&G ensures efficient dissemination of policies, benefits, and company news, leading to enhanced employee engagement and a more cohesive work environment.

Coca-Cola:

As a multinational beverage company, Coca-Cola relies on HR communication software to facilitate seamless communication with its global workforce. By leveraging this technology, Coca-Cola effectively shares company updates, communicates HR policies, and nurtures employee engagement, fostering a sense of unity and alignment across the organisation.

Netflix:

With a focus on maintaining effective communication within its organisation, Netflix, a global streaming service provider, employs HR communication software. This software enables Netflix to keep its employees well-informed about company news, HR-related information, and updates, ensuring that employees, including those working remotely or in distributed teams, remain connected and engaged.

IBM:

IBM, a prominent technology company, recognises the value of employee engagement and communication. To achieve this, IBM utilises HR communication software, empowering the company to effortlessly distribute HR-related information, conduct surveys, and foster collaboration among its diverse global workforce, resulting in improved employee engagement and organisational synergy.

Improve HR Communication with UK's #1 HR Communication Software

Do you need to improve HR communication? Oak Engage improves HR communication by providing a centralised platform for real-time updates, two-way communication, targeted messaging, self-service features, mobile accessibility, and valuable analytics. Our leading HR communication software streamlines communication, ensures consistent information, encourages employee engagement, and allows HR to deliver personalised messages while empowering employees to access information on their own.

1. Centralised Communication

Oak Engage provides a centralised platform where HR can communicate with employees. It eliminates the need for multiple communication channels, such as emails, intranets, or bulletin boards, and brings all communication under one roof. This ensures that employees receive consistent and up-to-date information from HR.

2. Real-time Updates

Oak Engage allows HR to send real-time updates to employees. Whether it's policy changes, new benefits, or important announcements, HR can instantly reach out to employees through notifications or messages. This ensures that employees are always well-informed and reduces the chances of miscommunication or outdated information.

3. Two-way Communication

Oak Engage facilitates two-way communication between HR and employees. Employees can provide feedback, ask questions, or seek clarification directly through the platform. This promotes transparency and encourages open dialogue, fostering a culture of engagement and collaboration.

4. Targeted Communication

Our HR communication software enables HR to segment employees based on various criteria such as location, department, or job role. This allows HR to send targeted communications to specific employee groups, ensuring that messages are relevant and personalised. Targeted communication increases the effectiveness of HR initiatives and avoids bombarding employees with irrelevant information.

5. Employee Self-Service

Oak Engage provides self-service features that empower employees to access information and resources on their own. For example, employees can access HR policies, view their benefits, or submit requests through the platform. By enabling self-service, HR can reduce the volume of routine inquiries and focus on more strategic initiatives.

6. Mobile Accessibility

Oak Engage is accessible through mobile applications, making it convenient for employees to stay connected and engaged on the go. HR communication software should be dynamic and accessibility should be a main priority. Mobile access ensures that employees can receive HR communications anytime, anywhere, increasing their engagement and reducing the chances of missing important updates.

7. Analytics and Insights

Oak Engage offers analytics and insights into employee engagement and communication effectiveness. HR can track metrics such as open rates, engagement levels, or feedback sentiment to assess the impact of their communications. These insights help HR refine their communication strategies and ensure continuous improvement.

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10 Tips to Improve HR Communication in the Workplace - Oak Engage

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HR communication is crucial for businesses to communicate effectively with their employees. Read our top 10 tips on how to improve HR communication.

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This Forbes article got in-depth with how motivational leadership styles are most effective, as they can cultivate more qualitative work among employees and produce higher loyalty among employees. As I understand it, this leadership style makes employees feel like they belong where they are and are working towards something bigger that will be rewarding for all parties, which is inspiring and builds trust.

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How Motivational Leaders Inspire Loyalty And Drive Performance

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This balance of empathy and strategy is essential for leaders aiming to inspire long-lasting commitment from their teams.

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Simon Sinek's narration on steps to become a good leader and what makes a good leader highlighted the most important aspects of what a good leadership must consist of. I never looked deeply into the way leaders of an organization deal directly with employees in varying circumstances, but it all comes down to always listening to the needs and concerns of their team rather than dismissing or overlooking them, and working together to find solutions.

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Simon Sinek’s guide to leadership | MotivationArk

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Module 8: Controlling Performance and Operations

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Module 8: Controlling Performance and Operations

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This article focused on OPM and went over controlling operations for organizations, which helped me better understand this topic and module. After going through the module, I initially had difficulty understanding OPM to its fullest extent and how it is applied and utilized in organizations, but the core components of it were discussed in this resource which expanded my understanding.

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Introduction

Operations Performance Management (OPM) is a fundamental aspect of modern businesses, specifically in the manufacturing industry. Efficiently managing and improving the performance of operational processes within an organization is crucial for enhancing productivity, efficiency, and overall success. In this section, we will explore the definition of OPM and highlight its significance.

Definition of Operations Performance Management (OPM)

Operations Performance Management is a comprehensive process that involves effectively managing the performance of operational activities within a business to achieve strategic goals. It encompasses the measurement, analysis, and improvement of various operational processes such as production, supply chain management, quality control, and customer service. The primary objective of OPM is to optimize these processes to ensure maximum efficiency, effectiveness, and profitability.

Importance of OPM in modern businesses

In today's fiercely competitive business environment, the adoption of effective OPM practices is vital for the success and sustainability of manufacturing companies. By identifying and addressing operational inefficiencies, OPM enables organizations to streamline their processes and fulfill customer demands promptly. Additionally, effective OPM provides valuable insights and data that enable managers to make informed decisions and allocate resources efficiently.

Furthermore, OPM plays a pivotal role in driving continuous improvement within manufacturing operations. By establishing performance metrics, setting targets, and monitoring progress, organizations can identify areas for enhancement and take corrective actions to optimize performance. This proactive approach prevents issues from escalating and helps businesses stay ahead of the competition.

Overall, the significance of OPM lies in achieving operational excellence, optimizing resource utilization, maintaining quality standards, and meeting customer expectations. It allows manufacturing companies to adapt swiftly to changing market conditions, enhance profitability, and sustain long-term success in an increasingly dynamic business environment. As technology advances, advanced industrial analytics is emerging as a powerful tool in OPM, enabling organizations to gain actionable insights, identify patterns, and make data-driven decisions to further optimize their operational performance.

The Evolution of Performance Management

The evolution of performance management has been driven by the need for a more strategic and proactive approach to managing performance in the manufacturing industry. Traditional methods focused on annual reviews and disciplinary actions, but they failed to address the strategic goals of organizations and had limited impact on overall performance.

The shift towards modern Operational Performance Management (OPM) was necessary to address the increased complexity of business operations and the need to stay competitive in a rapidly changing market. OPM goes beyond evaluating employees and becomes an integral part of organizational strategy.

OPM revolves around aligning business units, fostering ongoing communication processes, measuring and developing individual and team performance, and linking performance to strategic goals. Alignment of business units ensures that everyone works towards a common objective, with clear and measurable performance targets set for each unit. Ongoing communication processes facilitate feedback and collaboration, creating a culture of continuous improvement.

Measuring and developing individual and team performance is a crucial aspect of OPM. By implementing performance indicators and conducting regular evaluations, organizations can identify areas for improvement and provide support for enhancing performance. This enables employees to grow and contribute to the overall success of the organization.

Aligning performance with strategic goals ensures that employees understand the bigger picture and work towards it. This promotes a sense of purpose and ownership, as everyone's efforts directly contribute to the achievement of long-term objectives.

Core Components of Operational Performance Management

Alignment of business units

Successful operational performance management relies on the alignment of different business units within an organization. Each unit should have a clear understanding of the organization's overall goals and objectives and how their individual performance contributes to the achievement of those goals. This alignment fosters a sense of teamwork and collaboration, ensuring everyone is working towards a common purpose.

Ongoing communication processes

Open and regular communication channels between managers and employees are vital for effective operational performance management. These channels allow for the exchange of information, clarification of expectations, and addressing any issues or concerns that may arise. Communication also facilitates the sharing of feedback, both positive and constructive, which is essential for continuous improvement and development.

Measuring and developing individual and team performance

Measuring individual and team performance plays a crucial role in operational performance management. Clear and objective performance metrics should be established to evaluate employees' work and contributions. Regular performance reviews and evaluations provide opportunities for feedback, recognition, and identifying areas for improvement. Additionally, development plans can be implemented to help employees enhance their skills and capabilities, enabling them to reach their full potential.

Aligning performance with strategic organizational goals

Operational performance management should be closely aligned with an organization's strategic goals and objectives. It is crucial to ensure that individual and team performance goals are directly linked to the overall strategic direction of the organization. This alignment focuses efforts on achieving desired outcomes and ensures effective allocation of resources to support strategic priorities.

By aligning business units, fostering ongoing communication, measuring and developing individual and team performance, and aligning performance with strategic goals, operational performance management enables organizations to optimize their operations and achieve better outcomes. It cultivates a culture of high performance, accountability, and continuous improvement, resulting in increased productivity, efficiency, and ultimately, business success.

The Whole Work System of Performance Management

Job Definition and its Significance

In the manufacturing industry, a clear job definition is crucial for effective Operations Performance Management (OPM). By outlining the specific tasks and expected standards, a well-defined job description enables relevant and aligned performance metrics. This clarity reduces ambiguities and ensures that employees understand their responsibilities, facilitating accurate performance assessments.

The Lifecycle of an Employee within an Organization

An employee's journey in a manufacturing firm spans from recruitment to retirement or exit. Each phase of this lifecycle has its own set of performance metrics. For example, during onboarding, the focus may be on how quickly a new hire adapts to the company's processes. As employees grow, metrics shift towards efficiency, quality of work, and leadership capabilities. OPM ensures that performance metrics evolve alongside employees' changing roles and responsibilities.

The Role of Supervisors and Continuous Feedback

Supervisors play a pivotal role in the OPM system, acting as the bridge between the workforce and higher management. They communicate, ensure understanding of performance standards, and provide continuous feedback. This feedback helps employees identify areas for improvement and growth. In the dynamic manufacturing environment, where processes and technologies continually evolve, regular feedback is vital. It keeps employees updated with best practices and aligned with organizational performance goals. Supervisors, through continuous feedback, foster a culture of continuous improvement, driving individual and organizational success.

Benefits of Effective Operations Performance Management

Achieving Core Business Goals

In order for a process manufacturing industry to thrive, it is essential to effectively align its operations with its core business goals. This is where Operations Performance Management (OPM) plays a significant role. By implementing OPM strategies and practices, companies can ensure that their operational activities are directed towards achieving the desired outcomes. Clear goal-setting and aligning performance metrics with strategic objectives enable organizations to optimize their operations and drive success.

Enhancing Employee Satisfaction and Retention

Employee satisfaction is a crucial aspect of any organization's success, and effective OPM contributes to this in several ways. When OPM is implemented, employees gain a clear understanding of how their work contributes to the overall goals of the company. This sense of purpose and connection to the bigger picture enhances employee satisfaction. Additionally, ongoing communication processes in OPM create a platform for employees to receive feedback and recognition, fostering a positive work culture. When employees feel valued and appreciated, they are more likely to stay with the organization, leading to increased retention rates.

Boosting Organizational Productivity and Efficiency

One of the primary benefits of effective OPM in the process manufacturing industry is the improvement of organizational productivity and efficiency. By measuring and developing individual and team performance, companies can identify areas for improvement and implement targeted strategies. OPM allows organizations to set key performance indicators (KPIs) and monitor their progress, enabling them to make data-driven decisions. By optimizing internal processes and addressing performance issues promptly, companies enhance overall efficiency, leading to increased productivity.

Challenges in Implementing OPM

Common Pitfalls and How to Avoid Them

Implementing Operational Performance Management (OPM) in the process manufacturing industry can come with its fair share of challenges. However, by understanding these common pitfalls and implementing effective strategies, organizations can overcome hurdles and ensure successful OPM implementations.

Lack of Leadership Support and Alignment:

One of the major challenges in implementing OPM is the lack of support and alignment from top-level leadership. Without the commitment and buy-in from key executives and managers, the implementation may fall short of achieving its objectives. To overcome this challenge, it is crucial to educate leaders about the benefits of OPM and demonstrate its alignment with organizational goals and objectives.

Inadequate Data Availability and Quality:

Another challenge organizations face is the availability and quality of data required for effective performance management. Without accurate and reliable data, it becomes difficult to measure and monitor performance effectively. To address this challenge, organizations should invest in robust data collection systems, ensure data integrity, and establish clear processes for data validation and verification.

Resistance to Change:

Implementing OPM often requires changes in existing processes, workflows, and systems. This can lead to resistance from employees comfortable with the status quo. To overcome resistance to change, organizations should emphasize the benefits of OPM, provide employees with training and support, and involve them in the implementation process. By fostering a culture of continuous improvement and involving employees in decision-making, organizations can mitigate resistance and encourage buy-in.

Lack of Clear Communication and Goals:

Without clear communication and well-defined goals, OPM implementations can easily falter. It is essential to communicate the purpose, benefits, and expected outcomes of the OPM initiative to all stakeholders. Additionally, setting clear and achievable goals, incorporating key performance indicators (KPIs), and monitoring progress regularly can help maintain focus and drive performance improvement.

Insufficient Resources and Infrastructure:

OPM requires adequate resources, including technology and infrastructure, to support effective performance management. Limited resources can hinder the implementation process and compromise its success. Organizations should allocate sufficient financial and technological resources to support OPM initiatives. This may include investing in suitable performance management software, upgrading infrastructure, and providing necessary training and support to employees.

Case Studies of Failed OPM Implementations

Learning from the failures of others can serve as a valuable guide when implementing OPM. Exploring real-life case studies of failed OPM implementations can provide insights into the challenges organizations faced and the steps they could have taken to avoid those pitfalls. By studying these case studies, organizations can identify potential roadblocks and develop strategies to address them proactively.

Best Practices in Operational Performance Management

The success of any organization heavily depends on its ability to effectively manage operational performance. By implementing best practices in operational performance management (OPM), companies can streamline their processes, enhance productivity, and achieve their strategic goals. In this section, we will explore three key best practices that can contribute to the success of OPM initiatives.

Tools and technologies aiding OPM:

The use of advanced tools and technologies is crucial in optimizing operational performance. By leveraging cutting-edge software and automation solutions, businesses can monitor and measure performance indicators in real-time, identify bottlenecks, and make informed decisions. These tools enable organizations to track key performance metrics, such as cycle time, production yield, and equipment downtime, providing valuable insights for operational improvement.

Role of data analytics in performance measurement

Data analytics plays a pivotal role in OPM by providing organizations with actionable insights for performance measurement and improvement. By leveraging data from various sources, including production systems, sensors, and customer feedback, companies can uncover patterns, trends, and opportunities for enhancement. Analyzing this data allows organizations to identify areas of underperformance, optimize processes, and make data-driven decisions to achieve operational excellence.

Continuous training and development programs:

Investing in the training and development of employees is another fundamental best practice in OPM. Providing regular training sessions and workshops allows employees to acquire new skills, improve their performance, and stay updated with the latest industry trends. Continuous development programs also foster a culture of innovation and excellence, leading to increased employee engagement and motivation. When employees are equipped with the necessary knowledge and skills, they can contribute to the overall operational performance of the organization.

The Future of Operations Performance Management

Predictive Analytics and AI in OPM

One of the key drivers shaping the future of operations performance management (OPM) in the process manufacturing industry is the integration of predictive analytics and artificial intelligence (AI). These technologies have the potential to revolutionize the way organizations monitor and optimize their operations.

Predictive analytics utilizes historical data and machine learning algorithms to identify trends, patterns, and outliers. By analyzing past performance data, organizations can make informed predictions about future outcomes. This enables them to proactively address potential bottlenecks, optimize resource allocation, and identify areas for improvement. With predictive analytics, process manufacturers can achieve higher levels of efficiency and performance, leading to cost savings and better customer satisfaction.

AI, on the other hand, takes data analysis a step further by enabling machines to learn from experience and make autonomous decisions. AI-powered systems can identify operational inefficiencies, discover correlations between variables, and provide actionable insights in real-time. This empowers organizations to make data-driven decisions, automate routine tasks, and optimize their processes. From predictive maintenance to demand forecasting, AI has the potential to transform OPM and unlock new levels of operational excellence.

The Role of Remote Work and Digital Transformation

The rise of remote work and the accelerated digital transformation of industries are also influencing the future of OPM. With advancements in technology, remote work has become more feasible and widely adopted. This shift has implications for OPM, as organizations need to establish robust digital systems and platforms to monitor and manage performance from remote locations.

Digital transformation, including the adoption of cloud-based systems, data analytics tools, and collaboration platforms, is fundamental for effective OPM in a distributed work environment. Real-time data sharing, virtual collaboration, and seamless communication across teams are essential for monitoring and optimizing performance in a remote setup. By embracing digital transformation, process manufacturers can ensure continuous improvement, foster innovation, and maintain operational efficiency, regardless of geographical constraints.

Integrating OPM with Other Business Systems

To achieve a holistic view of operations and drive overall business performance, integrating OPM with other critical business systems is crucial. By aligning OPM with supply chain management, customer relationship management, and financial systems, organizations can gain actionable insights and make data-driven decisions.

Integration allows for improved coordination and communication across departments. For example, by connecting OPM with supply chain management, organizations can optimize inventory levels, ensure timely delivery, and minimize disruptions. By integrating with customer relationship management, OPM can enable better customer satisfaction tracking, identify areas for improvement, and enhance the overall customer experience.

Conclusion

Performance management is a crucial aspect of running a successful business in the process manufacturing industry. In this section, we will recap the significance of mastering Operations Performance Management (OPM) and encourage businesses to adopt a proactive approach to performance management.

Mastering OPM is essential for organizations to thrive in today's competitive market. By effectively managing operations performance, companies can ensure that they are meeting their core business goals and objectives. OPM provides a framework for aligning individual and team performance with strategic organizational goals, enabling businesses to optimize their resources and drive success.

Another significant benefit of implementing OPM is the enhancement of employee satisfaction and retention. When employees understand how their individual contributions align with the overall goals of the organization, they feel a sense of purpose and are more motivated to perform at their best. This leads to higher levels of job satisfaction, increased retention rates, and a positive work culture.

Furthermore, effective OPM practices can significantly improve organizational productivity and efficiency. By continuously measuring and developing individual and team performance, companies can identify areas for improvement and take corrective action to enhance their operational processes. OPM ensures that employees have clear goals, receive continuous feedback from their supervisors, and participate in ongoing training and development programs. This results in greater efficiency and higher-quality outputs.

In conclusion, mastering Operations Performance Management is paramount for businesses in the process manufacturing industry. By aligning performance with strategic organizational goals, organizations can achieve core business objectives, enhance employee satisfaction and retention, and boost productivity and efficiency. We encourage businesses to adopt a proactive approach to performance management and leverage the best practices and tools available to them. With a proactive and strategic approach to OPM, companies can position themselves for long-term success in an ever-evolving industry.

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Mastering Operations Performance Management: A Comprehensive

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Discover the importance of Operations Performance Management (OPM) in today's industry. See how it aligns performance with goals and utilizes AI for efficiency,

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Module 8: Controlling Performance and Operations

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Module 8: Controlling Performance and Operations

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This video provided insight into what operational managers actually do and how they are able to achieve their roles such as obtaining the resources they need and having a team of employees that make the organizational operation possible. I never knew specifically what operations managers did until viewing this.