We advocate a stakeholder model that takes into account the interests of employer, employees, communities and environment. The model through which to achieve this is likely to evolve and depend on specific circumstances such as whether the workplace is organised or non-organised. We believe that the ethical promise of organisations is to be experienced by employees in the design and application of HR and IR policies and practices. A sense of belonging and inclusiveness (and alignment) will flow from employee’s input on strategic and operational matters that affect them. An appropriate forum in which to facilitate consultations and participation will be tailored according to individual circumstances.
Strategic—setting the HR and IR compass to align with the
Tactical—navigating the journey with policies and procedures and best practices
Operational—attending to the implementation – this entails planning to get there, ports of call and the measurable stepping stones. Our approach is to deepen mutual relationships in the workplace by inviting stakeholder input in strategic and operational issues.