There are several reasons why an organization must reduce their number of staff (Fallon & McConnell, 2007). Layoffs are one way an organization can handle the reduction. This can often be a difficult process for the organization and management. However, management should look at the future goals of the organization to help determine which employees might meet the criteria to push the organization forward (How to conduct a layoff, 2018). Before determining which employees are to be let-go-of first, it is important to take all other measures possible that precede a layoff. This can be done by eliminating all temporary or seasonal staff and initiating a hiring freeze, (Fallon & McConnell, 2007). In doing this, this shows all internal staff …show more content…
While most organization want to initiate a layoff based on seniority, as it is the fairest and safest, there are other rationale methods (Fallon & McConnell, 2007). The method I would use would be based on the prior few years performance evaluations, after all, temporary employees were the first to go. If the organization wants to succeed in the future, you want the best performing employees to be apart of that success. I would choose to layoff the employees with the lowest performance evaluations over the time period (past 2-4 years). This gives management more flexibility to weed out employees who are barely performing (Reduction in Force, 2016). I would keep the employees with the highest rated performance evaluations, and then go down the list from highest to lowest, weeding out the poorest performance. This will give the organization a better chance to succeed in the future. Also, this could be justified by documentation so no one will feel discriminated against. However, one important thing to note, sometimes the performance evaluations are not objective. This is why it is imperative that organization are not bias in the way they evaluate
...gree and believe that they could get real results if everyone would consistently apply the company’s principles. I have learned personally in the business world consistency means a lot, all employees should have the same consequences. By letting go employees, managers and executives shows that the rules apply to all levels. It will cause everyone involved to have more respect for the company even if they don’t agree with the decision.
Veterans are viewed as the strongest people in the United States. They constantly deal with daily struggles such as disability and unemployment after their services. After serving in a branch of the United States military, many veterans have trouble finding work. While there are, at times, things that need to be overcome for veterans to be able to work, they are often skilled workers and deserve the opportunity to succeed in the civilian workplace.
Downsizing has become a significant idea in today's economy and maintaining the trust of employees when something like this takes place has also become very serious business (Brockner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994). The question is not whether a company should downsize their employees but how to do the downsizing properly so that as few employees as possible are injured (Brockner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994). There are several ways that companies can downsize that will help retain much of the loyalty of the workers that remain (Brockner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994).
Without understand the negative impacts of turnover, a company may be placing itself in a position that will ultimately lead to their demise. We are going to solve our problems and set our company on the path to success, a success that is not only reflected in our bottom line but also our employees’ morale.
There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards
Walkout; what is a Walkout? According to the website Dictionary.com, it defines the term walkout as “the act of leaving or being absent from a meeting, especially as an expression of protest”. Some people may say it is an act of retaliation, and others may say it is standing up for what you believe in. A walkout it is not only an act of leaving, it is a form of expression. People who are involved in a walkout bring attention or raise awareness for a certain issue that is taking place. That’s what happened in 1968. A group of East Los Angeles students walked out, in order to have their goals met by the L.A.U.S.D School District, which was, a better education for the Latino community.
Layoffs are one means by which an organization can reduce expenses with the intent of improving its bottom line. Despite being typically performed as a last resort, layoffs often have a negative impact on the remaining workforce. As a manager, there are numerous areas for concern in managing the workforce going forward. The human costs related to downsizing are “immense and far-reaching” with one of the most profound being survivor syndrome according to Hanson (2015, p. 187). Also known as survivor’s guilt, this condition relates to the emotions felt by those still employed and some of the effects include decreased motivation, moral, and job satisfaction, as well as an increased proclivity to search for other employment. This volunteer turnover being another grave concern for managers, and retention of the remaining workforce is usually dependent on their existing perception of the organization and its culture (Sitlington & Marshall, 2011). Also relayed by
Cutting down manpower is due to the decreasing labor demand of our company, based on external and internal factors.
Forced ranking is a harsh performance management approach, this method ranks employees, and those employees with a higher ranking are rewarded, while lower performers are terminated. This method is one as a Human Resources Manager, I do not agree with at all. Consequently, I do not consider that it is effective, I believe in giving lower performers a fighting chance to become a more efficient employee. Some industries utilize this tactic, and in their eyes, it works for them, however, in my esteemed opinion, enhanced hiring practices up front should be a priority. Hiring the best candidate up front could save the company and the employee’s time and money.
The curve can accommodate only a few people at the top. For this, during performance appraisal, relative appraisal mechanisms are employed, wherein an employees’ performance is benchmarked against that of a group of people. When performance appraisals for an employee are done with respect to a group’s performance, biases can be formed about the group’s dominant behavioral characteristic and the employee’s assessment could be calibrated with respect to that
“That’s it…you’re fired!” There are several reasons as to why someone could be fired, but I’ve noticed they all share a common process. I, personally, have never been terminated. Though, through my experiences working, I’ve encountered many employees who were unfit for a job. Many of these workers had one common goal, to get fired.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
A solution to address issues with the current rating scale would be to utilize Management by Objectives (MBO) and a ranking system like a forced distribution. By having set objectives that employees are compared to, it reduces the ambiguity of the pervious system. The ranking mechanism aids in identifying the best workers and makes it easier to compensate them properly as a result.
Absenteeism is intentional or habitual absence in the workplace. It not only reduces the productivity, but also makes the company lose a lot of money. The issue of absenteeism should not be ignored. In order to help the company to reduce the cost and increase the productivity, the employers or the managers have a responsibility to know about the causes of absenteeism and how to reduce the absenteeism. There are some common causes of absenteeism that the managers should know that, such as workplace`s bullying, workplace`s condition, employee`s health, and unfairness. In the follow part, this research paper will show you how these issues relate to the absenteeism, and will also show you how to reduce the absenteeism. Absenteeism can be prevented or reduced, the cost cause by absenteeism can also be improved. The managers should know that.
There are several reasons organizations initiate performance evaluations, however the standard purpose for performance evaluations is to discuss performance expectations; not only from the employers perspective but to engage in a formal collaboration where the employee and the manager are both able to provide feedback in a formal discourse. There are many different processes an organization should follow when developing its performance evaluation tool; in addition essential characteristics that must accompany an effective performance appraisal process. I will discuss in detail the intent of a performance evaluation, the process an organization should follow in using its performance evaluation tool, along with the characteristics of an effective