dc.contributor.author | Arndt, Carolin | |
dc.date.accessioned | 2011-09-08T09:18:57Z | |
dc.date.available | 2011-09-08T09:18:57Z | |
dc.date.issued | 2011-09-08 | |
dc.identifier.uri | http://hdl.handle.net/2077/26740 | |
dc.description.abstract | The present research project deals with the importance of face-to-face communication in
the comprehensive scope of duty of Human Resources Departments. It analyzes different
circumstances and conditions that characterize the use of this personal way of
communication and explains motives and attitudes of Human Resources Executives in regard
to their communication behavior. In addition the discussion points out limitations of the
face-to-face communication channel and describes usual consequences in daily work
situations. Compared to these aspects HR Managers also communicate by means of several
media channels. The project illustrates different situations in connection with the
disadvantages of each media channel and eventually demonstrates the interplay of all
personal and impersonal communication behavior.
The research question focuses the role of face-to-face communication in the work of Human
Resources Managers. The qualitative research study is based on eight guided interviews with
HR Personnel in leading positions from different companies and organizations in
G teborg/Sweden. These interviews are evaluated with qualitative methods.
Most important in regard to the data results is the fact that face-to-face communication is
highly valued in business interactions today. Although there are many other opportunities
and tools being used in increased frequency HR Managers still prefer the personal
communication with their employees and clients in specific situations of uncertainty and
trust. Remarkably characteristic is the conscious choice of each communication channel
made by the HR Managers and its thorough questioning in terms of communication purpose,
circumstances of the receiver, the topic’s complexity, time aspects and certain features of
each channel. Global and regional companies exhaust all possibilities of the technological
development but factors such as logistic arrangements, generational matters, company size
and individual preferences still determine their communication choice to a high extent. | sv |
dc.language.iso | eng | sv |
dc.relation.ispartofseries | Report/Department of Applied Information Technology | sv |
dc.relation.ispartofseries | 2011:046 | sv |
dc.subject | face-to-face communication | sv |
dc.subject | Human Resources | sv |
dc.subject | mediated communication | sv |
dc.subject | communication channel | sv |
dc.subject | organizational communication | sv |
dc.title | The Importance of Face-to-Face Communication in HR Departments | sv |
dc.type | Text | eng |
dc.setspec.uppsok | Technology | |
dc.type.uppsok | H2 | |
dc.contributor.department | IT-universitetet i Göteborg/Tillämpad informationsteknologi | swe |
dc.contributor.department | IT University of Gothenburg/Applied Information Technology | eng |
dc.type.degree | Master theses | eng |