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The Communications Imperative for HR

What relative value do you place on communications in your HR operation? I suggest that it is critically important.

When I became the CHRO for the Texas A&M University System, the first organizational change I made was to create a Communications division, the director of which was one of my direct reports. In my view, it was imperative that she and her staff remain informed of all that was going on in our institutions and agencies as well as what employees at all levels were dealing with. That allowed HR to remain aware of when, what and where information needed to be communicated. We knew our audiences well and were proactive in addressing their needs. They had our respect and our commitment to foster a culture of valuing them, their work and our sense of family, despite our System’s size.

HR can implement world-class benefits, compensation, diversity and training programs, but poorly communicated, they are undervalued and unappreciated. When you do not expend the time and effort to craft and focus the various types of communication to your audiences, you miss a huge opportunity. Employees can be an institution’s most ardent supporters or its worst enemies. When they feel valued and part of your family, the message is broadcast to potential employees, students, parents, legislators and the corporate community. Money can’t buy that type of PR!

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