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

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.