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Good Human Resource Management
Introduction to Good Human Resource Management Practices

Good Human Resource Management

Why should we promote Good Human Resource Management?

An employee-oriented approach is the cornerstone of good human resource management practices. These include:

  • developing an enlightened corporate culture;
  • introducing employee-caring employment measures and promoting work-family / work-life balance; and
  • maintaining good communication with employees or their associations for a harmonious labour relationship.

A harmonious employer-employee partnership helps to build a motivated and efficient work team, thereby enhancing the productivity and competitiveness of enterprises as well as facilitating recruitment and retention of manpower. As a good employer, adopting good human resource management practices having regard to the unique business environment and mode of operation of its enterprise and industry concerned, will benefit both enterprises and employees and hence create a win-win situation for all.

What are Good Human Resource Management Practices?

There is a wide range of good human resource management practices, which can be generalised into the following four categories:

  1. Employment practices to care for employees

    To provide proper and appropriate employment practices and flexible work arrangements according to the needs of different employees, e.g.:

    • Flexi-working hours / Flexi-rostering
    • Work from home or remote work
    • Adjusting work arrangements to facilitate employees’ continuous study / taking care of family
    • Offering part-time or split jobs to cater needs of different employees (including women and the elderly)
    • Participating in the employment programmes for assisting job seekers with different employment needs / the publicity activities for promoting occupational safety and health organised by the Labour Department

  2. Practices to promote work-family / work-life balance

    To attach great importance to work-family / work-life balance of employees and provide measures to assist employees in taking care of both work and family / personal lives, e.g.:

    • Festival or birthday celebration (e.g. gifts, email greetings)
    • Allowing employees to bring children to work in case of need
    • Family-participatory activities (e.g. workplace visit, family fun day, meal gathering)
    • Special festive work arrangement (e.g. leave early on New Year’s Eve, Christmas Eve)
    • Child care support / Elderly care support
    • Facilities in workplace like lactation room or rest room, etc.

  3. Employee benefits that are better than statutory requirements

    To provide benefits better than statutory requirements to employees, actualising their rewards and sharing with them the fruits of enterprises’ development, e.g.:

    • Special leaves to cater for employees’ needs (e.g. birthday leave, special casual leave compassionate leave)
    • Leave benefits better than statutory requirements (e.g. annual leave, maternity leave, paternity leave)
    • Study / travel allowance
    • Medical insurance for employees and their family members
    • Employees’ compensation benefits for work injuries which are better than statutory requirements

  4. Good communication with employees or their organisation(s)

    To build regular communication channels with employees, enabling both employers and employees to understand the needs and difficulties of each other and reaching agreements which are most beneficial to both sides, e.g.:

    • Establishing formal and informal communication and consultation mechanism (e.g. standing committee, tea gathering)
    • Disseminating company information to employees regularly (e.g. staff newsletter, emails)
    • Establishing channel for employees to express their views on company policies (e.g. opinion box, staff consultation meeting)
    • Consulting affected employees before making any changes in work or employment matters
    • Establishing transparent performance management/ promotion system