New Zealand HR Employee Communication: Comparing 2000 and 2010 Empirical Results with Forecasts for 2020

P. Nel
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引用次数: 2

Abstract

Businesses in New Zealand demands high quality and cost effective products and services to remain locally and internationally competitive. This process includes competent managers and human resource (HR) practitioners who communicate effectively with staff. Empirical research was conducted in 2000 and again in 2010 and forecasted for 2020 to compare HR practitioners’ traditional and contemporary communication modes such as Facebook, Twitter and Blogging with staff. Results were obtained via a mailed questionnaire in 2000 and obtaining a response of 10.1%. An electronic questionnaire was used in 2010 and the response was 15.4%. Recommendations are that HR staff could embrace HRIS’ modern social media means in particular to enhance organisation communication to promote the competitiveness of organisations and staff satisfaction.
新西兰人力资源员工沟通:比较2000年和2010年的实证结果与2020年的预测
新西兰的企业需要高质量和高成本效益的产品和服务,以保持在当地和国际上的竞争力。这个过程包括有能力的管理者和人力资源从业者,他们与员工进行有效的沟通。实证研究分别在2000年和2010年进行,并预测2020年人力资源从业者与员工的传统和现代沟通模式(如Facebook、Twitter和博客)进行比较。结果于2000年通过邮寄问卷获得,回复率为10.1%。2010年采用电子问卷,回复率为15.4%。建议人力资源人员可以接受HRIS的现代社交媒体手段,特别是加强组织沟通,以提高组织的竞争力和员工满意度。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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