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RELATIONSHIP MANAGEMENT: HOW INDUSTRIAL RELATIONS AFFECTS EMPLOYER'S BRAND |
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| รหัสดีโอไอ | |
| Creator | Jamnean Joungtrakul |
| Title | RELATIONSHIP MANAGEMENT: HOW INDUSTRIAL RELATIONS AFFECTS EMPLOYER'S BRAND |
| Publisher | Asian Forum on Business Education (AFBE) |
| Publication Year | 2558 |
| Journal Title | AFBE Journal |
| Journal Vol. | 8 |
| Journal No. | 1 |
| Page no. | 1 |
| Keyword | Relationship Management, Industrial Relations, Employer's Brand |
| ISSN | 2071-7873 |
| Abstract | This review paper focuses on the effects of industrial relations on employer's brand. Three questions were posed as a guideline for the review: What are the relationship between industrial relations and employer's brand? How industrial relations affect the employer's brand? How to minimize the effect of industrial relations on employer's brand? In answering question No. 1: What are the relationship between industrial relations and employer's brand? It was concluded that industrial relations is the management of relationship of management and employees in the organization. Employer's branding is the perception of the organization as an excellent place to work by both current and potential employees. It is the package of functional, economic and psychological benefits provided by employment, and identified with the employing company. It is used to motivate and retain talent in the company and to attract talent to join the company. Both industrial relations and employer's brand supporting each other. In answering question No. 2: How industrial relations affect the employer's brand? It was found that industrial relations have both positive and negative impacts on employer's brand. The positive impacts should be promoted while the negative impacts should be avoided and managed. In answering question No. 3: How to minimize the effect of industrial relations on employer's brand? It was recommended that the negative impact should be avoided and managed trough preventive and proactive industrial relations strategies. It includes worker involvement and participation and industrial democracy. It was stress that cultural dimensions must be taken into account when applying Western industrial relations strategies in the workplace in Eastern cultural contexts. |
