The Human resource and personnel office needs to use the internal networking to stay on top of current events with employees and to keep knowledge up to date about the function of their environment. Support your organization products to help your company succeed. Check to see if your company supports internal networking if not, try to persuade them to do so. Some individuals network by being friendly, and working in a team just to get the job done attitude.

I see how an organization can use internal networking. When associating with another department, the human resource department can identify jobs that need to be done, hire people to do them and establish departments. In the planning function I can utilize inside networking to help determine or project what the future holds for the company. By this I can also decide on new code of ethics to speak with the board. Working with the internal forces helps gives company strengths. Leading is an important role for human resource department, because they represent their company policy. When the human resources department communicates with other departments it helps to maintain motivation levels. Passing along and sharing information is internal networking. In the controlling function, I will be able to project future sales or compare with past results and set new quotas for department. Also I can find out what department is lacking support or behind deadlines, so I can correct them. Networking internally helps the management to come up with ideas or solution to be more proficient in business goals and meet their objectives.

While I was employed by Electronic Data System (EDS), internal networking was a function to be used by all team players. To be successful in our department, we work together to achieve our goals and help others who needs a push or need to be motivated to increase production. I was a team leader, and my department was in a production data-entry environment. We never fail to achieve any goals that I set for the day. In fact, we exceeded the required workload set by upper management and out-performed daytime shift with less team players. On a daily basis, I used the four basic functions of management process. I just never knew there was a definition for it. Now that I know how the functions and how EDS use internal networking as a medium to get the work done I see the success behind the goals. I remember once, during our high volume season, we were short a few team players, so I made a game with prizes offered to those who exceeded their goals. I put up a chart with race cars and move them up throughout the month until the last day of our peak season. Every week that our team went to the finish line, there was a winning spirit, motivation was high, and every one was "giving high-fives". We gave tickets to movies, dinners for two, and the grand prize was a day off with pay. Everyone got "team spirit" t-shirts from EDS.