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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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Implementing an Effective Internal Communications Program
1) Situationanalysis/backgroun
d
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Implementing an Effective Internal Communications Program
2) Quantifiableobjectives/goals
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Implementing an Effective Internal Communications Program
3) Targetaudience(s)
l i ff i l C i i
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Implementing an Effective Internal Communications Program
4) Key messages
I l ti Eff ti I t l C i ti P
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Implementing an Effective Internal Communications Program
5) Strategies and
tactics to meetobjectives/goals
I l ti Eff ti I t l C i ti P
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Implementing an Effective Internal Communications Program
6) Responsibility/
accountability forcompleting tactics
I l ti Eff ti I t l C i ti P
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Implementing an Effective Internal Communications Program
7) Budget (asappropriate)
I l ti Eff ti I t l C i ti P
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Implementing an Effective Internal Communications Program
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)
Employee Relations: Status of Employee Relations in the Philippines
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
Employee Relations: Status of Employee Relations in the Philippines
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
Employee Relations: Status of Employee Relations in the Philippines
1. Regular Employment
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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
Employee Relations: Status of Employee Relations in the Philippines
1. Regular Employment
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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-
Employee Relations: Status of Employee Relations in the Philippines
1. Regular Employment
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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
Employee Relations: Status of Employee Relations in the Philippines
2. Casual Employment
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Employee Relations: Status of Employee Relations in the Philippines
New Employment
Relations in the countryafter the economic
reorganization.
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Employee Relations: Status of Employee Relations in the Philippines
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Employee Relations: Status of Employee Relations in the Philippines
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
Employee Relations: Status of Employee Relations in the Philippines
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.
Employee Relations: Status of Employee Relations in the Philippines
Quantitative Evolution
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Reporter:Francidieto T.
Garcia Jr/
Thank You!!