New Zealand HR Employee Communication: Comparing 2000 and 2010 Empirical Results with Forecasts for 2020
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Other Title
Authors
Nel, Pieter
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Degree
Grantor
Date
2012-11
Supervisors
Type
Conference Contribution - Oral Presentation
Ngā Upoko Tukutuku (Māori subject headings)
Keyword
HRM
employee engagement
job satisfaction
HRIS
retention
social media
employee engagement
job satisfaction
HRIS
retention
social media
ANZSRC Field of Research Code (2020)
Citation
Nel, P.S. (2012). New Zealand HR Employee Communication: Comparing 2000 and 2010 Empirical Results with Forecasts for 2020. Proceedings of 19th International Business Research Conference, November 19-21.
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.
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Link to ePress publication
DOI
dx.doi.org/10.2139/ssrn.2176126.
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The Author
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