How to announce personnel information
The task of "announcing information on personnel changes (change of assignment or position) to in-house" is tricky.There are various types, such as promotion / relegation / recruitment / retirement / leave of absence / department transfer / seconded ... and also individual circumstances differ from each other.
As a feeling of a HR staff, he or she may want to let everybody know about it a few months in advance, if was a case where, for example, "a happy retirement of an employee who has been trustworthy". Whereas, in the case where "being headhunted by a competitor", HR may want to keep that secret. Also in the case of "taking a leave for family care", there are people who want to positively let it known to their colleagues or related people in advance (in consideration of breach of confidentiality obligations), while some other people may want remain in silent.
Basically, we should solemnly switch the "information that is secret within the HR department" to "information publicly known inside the company", according to the "prescribed disclosing rules". (Personnel notice)
Challenges on practical operation
In Japan, many companies adopt "in-house posting" as a publication method.However, with the way of printing on paper and stick it to "bulletin board" or "wall", there is only few chances of looking at if, for employees who go out often, who are on long leave or teleworkers. On the other hand for staffs of HR, the tasks of "posting the notice at a fixed timing" or "stopping the posting at the scheduled timing" is unexpectedly a big burden.
Whereas, other companies adopt the way of "announcing verbally at morning briefing". However, also it must be said that it is difficult for people who are on long leave and teleworkers to obtain the same amount of information as attendance at the morning briefing. Moreover, there are also risks that 'date of change' or 'change department' etc. are not accurately conveyed because of being verbal.
[Personnel Change Information Publication]