1. Quarterly Communications
Strategy for HR
A fresh approach
Apr-Jun
Charudutta Jena
Corporate Communication Specialist
charudutta.jena@gmail.com
Mobile: 8498840334

2. Why does HR need Internal Communication
Where communications will fill the gap
Organizational
Performance
Organizational performance
depends on the behavior
of employees
Organizational
Organizational
Behavior
Objectives
Organization’s Employees’
•Policies, procedures •Skills
Assessment of: •Processes, systems •Competence
•Organizational objectives •Rules, guidelines •Knowledge
•Organizational performance •Culture, norms •Beliefs
•Employee behavior required •Formal training •Values, habits
- Can decide how to communicate Employee •Motivations
to influence employee behavior Communication
Ideas to make this possible!

3. Overall Objectives
Desired outcome of communications from HR
 Ingrain organization’s core values, vision and mission in associates
 Elicit desired organizational behavior through Internal Communication
 Enhance organization’s image as a promoter of innovation, diversity, community-
service, and fun at work
 Foster media-validation of organization’s ‘preferred employer’ image
 Identify and manage right vendors who meet parameters of cost, quality and
timelines
Sustaining freshness in communication through the cycle of
creative planning, dynamic execution & periodical review

4. Review
Take stock to determine course of action
Internal Communication
Conduct anonymous surveys to understand the following:
New/existing employees’ understanding of the
organization
Positive or negative sentiments
Associates’ feedback & suggestions for change
Audit productivity of all Communication vehicles (e.g. email,
podcasts, videos etc.) used by HR
Media Relations for HR
Conducting media dipstick to gauge organization’s visibility
as a ‘preferred employer’
New/Social Media
Auditing the volume and tonality of the organization’s
visibility on blogs, forums etc. (Prospective and current
associates create opinion about company, based on
information available online)
Vendor Management
Measure affectivity of current vendors, against parameters
of cost, quality & timelines
Creative planning for dynamic execution of Internal Communication, Media Relations & Social Media

5. Internal Communication
Scope of work for the quarter
Facilitate communication for smooth induction of new hires during
recruitment season
Interact with top management to identify short term organizational
goals and plan campaigns to increase awareness about same
Co-create (with HR) a quarterly calendar of events/campaigns to
encourage innovation, diversity and community-service among
associates
Create a core activities group to share fresh perspectives on associate-
engagement events. Ensure representation from all departments
Identify non-conventional modes of communications, such as blue-
casting etc, to increase interactivity and receptivity of HR
announcements
Staying in touch with the extended family – Media & Vendors!

6. Media Relations
Keeping them updated about our happy family
Identify publications in which organization can be featured as a
‘preferred employer’ & thought leader
Financials
Mainlines/feature pages
Business magazines
Trade magazines
National business news channels
Invite media to employee-engagement & orientation events to give
them a first-hand experience of organization’s work culture
 Initiate media interaction with HR/Operations Head, India, regarding
innovative HR practices/initiatives
 Participate in industry stories related to HR and corporate
environment in trade magazines
Identify speaker opportunities in industry events, where spokespersons
can be projected as thought leaders
 Profile spokespersons in mainlines, financials, trade and business
magazines

7. Vendor Management
Outsourcing judiciously to multiply productivity
Welcome vendors to submit quotation for standard work
sets
Shortlist most competitive quotations and finalize list of
preferred vendors for the quarter
Set KRAs for the following vendors
Event managers
Printing / fabrication
Associate gifting
Create briefing process
Conduct weekly/monthly/quarterly review of vendors.
Measure against cost, quality and timelines

8. Social Media
Dynamic & sustained interaction with key stakeholders
Pics
Videos
Campaigns to increase awareness about power of Updates
new/social media and importance of social media policy
Explore opportunities of creating group of New/Social
Media-savvy associates Contests Sponsored
stories
Encourage them to actively participate in forums, Social
blogs etc.
Media
Link up with journos through Linked/Facebook, and Engaging
Sharing
polls
consistently update them about the latest HR initiatives
at organization
Build bridges with key bloggers writing on work Targeted Head-
hunting
culture and associate-related issues in India Job ads
Referrals
Some food for thought!

9. Food for thought
Some tactical ideas worth discussing
Contests to encourage new hires and team members know each
other better
Create diversity groups: Encourage employees to celebrate their
regional festivals in the office and welcome people form other
regional backgrounds
Quizzes based on HR policies and other literature on Intranet, to
inspire associates to deeply imbibe same
Place idea-boxes in common areas, and welcome associates to
share new ideas about events and other communication initiatives

10. Thank You!
Apr-Jun
Charudutta Jena
Corporate Communication Specialist
charudutta.jena@gmail.com
Mobile: 8498840334