Implementing an Effective Internal Communications Program

Click to edit Master subtitle style

4/22/12

Implementing an Effective Internal Communications Program

An 8-Step Process for Creating Effective Internal Communication Plans by Linda Pophal

4/22/12

Implementing an Effective Internal Communications Program

1) Situation analysis/backgroun d
4/22/12

Implementing an Effective Internal Communications Program

2) Quantifiable objectives/goals

4/22/12

Implementing an Effective Internal Communications Program

3) Target audience(s)
4/22/12

Implementing an Effective Internal Communications Program

4) Key messages

4/22/12

Implementing an Effective Internal Communications Program

5) Strategies and tactics to meet objectives/goals

4/22/12

Implementing an Effective Internal Communications Program

6) Responsibility/ accountability for completing tactics

4/22/12

Implementing an Effective Internal Communications Program

7) Budget (as appropriate)

4/22/12

Implementing an Effective Internal Communications Program

8) Measurement

4/22/12

How to succeed with employees

Click to edit Master subtitle style

4/22/12

Employee Relations: How to succeed with employees

Employee care means creating a lasting, flexible partnership with employees.

4/22/12

Employee Relations: How to succeed with employees

1.Open and honest exchanges of information 2.Clear, easy-to-understand materials 3. Timely distributions. 4. Trusted Sources 5.Two-way feedback systems 6.Clear demonstrations of senior leaderships interest in employees 4/22/12 7.Continual improvements in

Status of Employee Relations in the Philippines

Click to edit Master subtitle style

4/22/12

Employee Relations: Status of Employee Relations in the Philippines

Globalization has irrevocably altered the Philippine economic landscape. Free trade heightened competition among industries for scarce demand in the domestic market. utilization of more efficient technology and b) the use of flexible labor force. Both have profound negative consequences in the areas of employment and labor relations. The use of a more flexible labor force

4/22/12

Employee Relations: Status of Employee Relations in the Philippines

The Concept of Employee Relations

The concept of employment relations under the Labor Code is based on control exercised by the employers over the employee and the work or service rendered by him. The basic assumption in law favors regular employment. The two broad types of employment 4/22/12 relations are: (1) regular and (2)

Employee Relations: Status of Employee Relations in the Philippines

1. Regular Employment
The Employer is directly responsible for: (a) hiring and firing the worker (b) (b) providing work premises and work implements, (c) (c) supervising and paying the wages of the workers, and (d) (d) observing the legal requirements concerning 4/22/12 employment, working conditions

Employee Relations: Status of Employee Relations in the Philippines

1. Regular Employment
The regular employees Regular employees are legally adequately protected employees. Such employees enjoy established labor standards such as those minimum wages, hours of work, rest days, overtime pay, etc. They also enjoy freedom of association and collective bargaining. -enjoys security of tenure -employers are required to afford employees under this arrangement due 4/22/12 process before they (employers) could
A.

Employee Relations: Status of Employee Relations in the Philippines

1. Regular Employment
B. The regular project employees They enjoy the various labor standards prescribed by law for regular employees. They have the right to form association for the purpose not contrary to law. They also enjoy the right to collective bargaining. And they too enjoy 4/22/12

Employee Relations: Status of Employee Relations in the Philippines

1. Regular Employment
C. The regular seasonal employees those called to work from time to time the nature of their relationship with the employer is such that during off season they are temporarily laid off but during summer season they are re-employed, or when their services may be needed. They are not separated from the service but merely considered as on leave of absence without pay until they are re4/22/12

Employee Relations: Status of Employee Relations in the Philippines

2. Casual Employment
All other types of employment relations not defined as regular employment are classified as casual employment. As the term suggests, casual employees do not enjoy security of tenure and therefore they may be dismissed at any time. We will discuss more of these types of 4/22/12 employment relations at the latter

Employee Relations: Status of Employee Relations in the Philippines

New Employment Relations in the country after the economic reorganization.

4/22/12

Employee Relations: Status of Employee Relations in the Philippines

4/22/12

Employee Relations: Status of Employee Relations in the Philippines

Trends Concerning Disguised Employment Relations.

4/22/12

Employee Relations: Status of Employee Relations in the Philippines

Qualitative Evolution As shown in figure 1 earlier, employment relations in the Philippines have been altered as a consequence of heightened competition 4/22/12 brought about by

Employee Relations: Status of Employee Relations in the Philippines

Quantitative Evolution
The latest survey conducted by the Department of Labor and Employment, Bureau of Labor Statistics, for the period covering 1994 to 1997 indicates that establishments in the Philippine engaged in contracting out of job, while still relatively low is on the rise. We will discuss more of this trend at 4/22/12 the latter part of this paper.

Thank You!!

Click to edit Master subtitle style

Reporter: Francidieto T. 4/22/12 Garcia Jr/