The functions of the human resource management are typically positioned close to the theoretic center of the organization, from where it has easy access to all constituents of the organization. Since the human resource manager is liable to manage the productivity, development, and satisfaction of employees, it has access to and the support of management of the organization. Thus, the Human Resource Management department is designed in such a way so that is can effectively communicate across all levels and departments of the organization. Human Resource Management foremost develops strategies to realize objectives, create meaningful messages and then transmits through diverse e-channels (Intranets, video conferencing, blogs, IMs, email, and voicemails) to stimulate conversations with employees. The second primary part of communication is listening, which consumes about half of the communication time.

It is an era, where boundaries have blurred and the distances have shortened with the advent of virtual teams. Thus, to build and maintain the identity of virtual employees, the human resource management meets new challenges. The human resource management must resolve issues relating to lack of visibility, career options, and growth. Virtual employees should also feel one with other staff employees and should feel that even their problems are being catered to. The arrival of electronic communication and collaboration technologies have provided for more effective means of communications. With the aid of electronic communication, virtual teams could effectively work in all functions of the organization from any part of the world. The electronic medium has provided wider opportunities to the human resource department to encourage, increase productivity, build trust, construct shared identity and stimulate engagement among its employees. On the other hand, it has paved a path for employees to articulate emotions, share hopes and aspirations, and celebrate accomplishments. Above 80% of employees voted that internal communication influenced their wishes to stay or quit an organization. Close to a third said that communication was a “big influence” on their decision.

Employee Engagement can be defined as “unleashing the full energy and talents of people in the workplace”. If some changes are incorporated in the organization which is not in favor of the employees, such changes are bound to create disharmony and bring about the disconnect between the employees and the human resource department. Employee engagement is one of the most critical issues faced by organizations today. Human resource department can engage employees and win their commitments through personalizing communications and devising face-to-face initiatives. Employee satisfaction is a vital ingredient for the efficient functioning of an organization. Organizations with engaged and committed employees had 50% more productivity level than those organizations where employees weren’t engaged. Moreover, employee retention rates were 44% higher compared to organizations where employees weren’t engaged.