Implementing an Effective Internal Communications Program

8/3/2019 Implementing an Effective Internal Communications Program

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Implementing anEffective InternalCommunications

Program


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Implementing an Effective Internal Communications Program

An 8-Step Process for CreatingEffective InternalCommunication Plans by Linda

Pophal


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1) Situationanalysis/backgroun

d


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2) Quantifiableobjectives/goals


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3) Targetaudience(s)

l i ff i l C i i


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4) Key messages

I l ti Eff ti I t l C i ti P


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5) Strategies and

tactics to meetobjectives/goals



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6) Responsibility/

accountability forcompleting tactics



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7) Budget (asappropriate)



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8) Measurement


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How to succeed with

employees


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Employee Relations: How to succeed with employees

Employee care

means creating alasting, flexible

partnership withemployees.


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Employee Relations: How to succeed with employees

1.Open and honest exchanges ofinformation

2.Clear, easy-to-understandmaterials

3. Timely distributions.

4. Trusted Sources

5.Two-way feedback systems

6.Clear demonstrations of seniorleaderships interest in employees

7.Continual improvements in


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Status of EmployeeRelations in the

Philippines


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Employee Relations: Status of Employee Relations in the Philippines

Globalization has irrevocably alteredthe Philippine economic landscape.

Free trade heightened competition

among industries for scarce demand inthe domestic market.

utilization of more efficient technologyand b) the use of flexible labor force.Both have profound negativeconsequences in the areas ofemployment and labor relations.

The use of a more flexible labor force


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The concept of employmentrelations under the Labor Code is

based on control exercised by theemployers over the employee andthe work or service rendered by

him. The basic assumption in lawfavors regular employment. Thetwo broad types of employment

relations are: (1) regular and (2)


The Concept of Employee

Relations


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The Employer is directly responsiblefor:(a) hiring and firing the worker(b) (b) providing work premises and

work implements, (c)

(c) supervising and paying the wagesof the workers, and

(d) (d) observing the legalrequirements concerningem lo ment workin conditions


1. Regular Employment


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A.The regular employeesRegular employees are legally adequatelyprotected employees. Such employeesenjoy established labor standards such asthose minimum wages, hours of work, restdays, overtime pay, etc. They also enjoyfreedom of association and collectivebargaining.-enjoys security of tenure-employers are required to afford

employees under this arrangement duerocess before the em lo ers could




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B. The regular project employees

They enjoy the various laborstandards prescribed by law forregular employees. They have the

right to form association for thepurpose not contrary to law. Theyalso enjoy the right to collective

bargaining. And they too enjoy




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C. The regular seasonal employees

those called to work from time to time the nature of their relationship with theemployer is such that during off seasonthey are temporarily laid off but during

summer season they are re-employed, orwhen their services may be needed. Theyare not separated from the service butmerely considered as on leave of absence

without pay until they are re-




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All other types of employment

relations not defined as regularemployment are classified as casualemployment. As the term suggests,casual employees do not enjoysecurity of tenure and therefore theymay be dismissed at any time. Wewill discuss more of these types of

employment relations at the latter


2. Casual Employment


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New Employment

Relations in the countryafter the economic

reorganization.


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Trends ConcerningDisguisedEmployment

Relations.


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As shown in figure 1

earlier, employmentrelations in the Philippineshave been altered as aconsequence ofheightened competition

brought about by


Qualitative Evolution


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The latest survey conducted by theDepartment of Labor and

Employment, Bureau of LaborStatistics, for the period covering1994 to 1997 indicates that

establishments in the Philippineengaged in contracting out of job,while still relatively low is on the rise.We will discuss more of this trend at

the latter part of this paper.


Quantitative Evolution


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Reporter:Francidieto T.

Garcia Jr/

Thank You!!

Implementing an Effective Internal Communications Program

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