Introduction
A harmonious employer-employee partnership helps to build a motivated and efficient work team, thereby enhancing the productivity and competitiveness of enterprises. As good employers, they should adopt good human resource management practices according to specific circumstances of their enterprises and employees’ preferences so as to bring benefits to both enterprises and employees, hence creating a win-win situation for employers and employees.
What is 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. |
Why should we promote Good Human Resource Management?
By adopting good human resource management practices, employers could boost staff morale and enhance their employees’ sense of belonging. These measures are most effective in encouraging employees to make greater contribution and commitment and hence laying a solid foundation for business growth.
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 categories:
I.Employment practices to care for employees
| To provide proper and appropriate employment practices according to the needs of different employees, e.g.: |
| Flexi-working hours | |
| Work from home or remote work | |
| Adjusting work arrangements to facilitate employees’ continuous study / taking care of family |
II.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.: |
| Child care support | |
| Facilities in workplace like breastfeeding room or rest room, etc. | |
| Stress and emotional counselling services |
III.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 such as Birthday Leave, Compassionate Leave, etc. to cater for employees’ needs | |
| Travel / Study allowance | |
| Leave benefits better than statutory requirements |
IV.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.: |
| Formal or informal communication and consultation mechanism | |
| Disseminating company information to employees regularly | |
| Employee opinion survey |
Promotional Materials on Good Human Resource Management
| Kit for Diversified Mode of Work – Merits and Reminders |
| “Tripartite Collaboration for a Brighter Future” commemorative publication (Chinese only) |
| Work arrangements in times of tropical cyclone, rainstorm warnings and “extreme conditions” after Super Typhoons |
| Code of Practice in Times of Typhoons and Rainstorms PDF | |
| Know More About Work Arrangements in times of Tropical Cyclone, Rainstorm Warnings and “Extreme Conditions” after Super Typhoons PDF |
| Using Written Employment Contract PDF |
| Sample Employment Contract |
Case Sharing on Good Human Resource Management
Animations on Good Human Resource Management
| Use Written Employment Contract | |
| Adopt Employee-oriented Good People Management | |
| Employment of the Elderly | |
| Establish Effective Communication and Consultation between Employers and Employees |
Promotional Publications on Good Human Resource Management of Specific Industries
Construction, Catering, Retail, Hotel & Tourism and Other Industries