Decision Making Evaluation Paper Final

Layoffs are tough for both the employee being laid off and the company for which he/she worked. The situation causes so much uncertainty amongst the remaining employees. The feeling among the employees is; if this happened to them this could happen to me as well. According to Johnson (n.d.), “There is a major disruption in the status quo; relationships are severed, work is redistributed with a probable increase in everyone’s

High employee turnover, where workers frequently leave and must be replaced, leads to increased spending on recruitment and training and can indicate management problems. Employees often have good reasons for moving on but if too many are leaving an organisation, can be very disruptive.

On the other hand, the success of the company is in large part due to the hard work of the staff who would lose their employment. In addition, it must be determined who would perform the work of the dismissed employees and if the company would be able to function without them. Moreover, the morale and productivity

As the economy continues to be unstable companies, large and small, are making decisions to reduce their workforce. This is a daunting task that has to be handled delicately. When companies begin the process of reduction, even if the staff is aware, the communication must be honest, open and appropriate. If a company is a large retailer there is more at stake than just the current financial situation. The employees can become customers and advocates for the business. They can also become the customers of the competitors and communicate to others the bad experience. In 2006 Radio Shack was on a turnaround plan (O’Rourke, 2010). This plan included a reduction of workforce of about 400 employees. Employees were aware

4. The purpose and importance of carrying out exit interviews with all employees prior to their leaving the

One way that a manager can help ease the pain of an employee that’s been laid off is to let them know that a layoff may occur as soon as the manager receives word that there may be one in works. This will give the employee a jump start on looking and preparing for their finances and job skills and resume updates. Also if possible grant the employee a generous severance package which could provide economic benefits that reflects management’s

* Sample: The sample is limited to a small proportion of working professionals in Western Sydney and may not accurately reflect the population of working professionals.

In this simulation exercise I will be discussing about the companies starting layoffs. The situation below will be highlighting the perspective of employees who are working in an environment where people are being focused to leave their jobs for company’s benefit. Company’s inability to afford the employees, start of new venture or change in management can be the reason behind layoff.

Analysis – Issue 2: How should Lay’m-Off account for the restructuring costs of relocation and staff training costs?

Baldwin is very much a team. Different roles have been assigned to each individual member based on the ranking of the interest and experience of each member in the discussion board post at the beginning of the semester. Each week we will meet on Wednesday evenings on the campus of MSSU in the Spiva Library Building. Members who cannot attend in person will be expected to Skype in to present their decisions for their department for the upcoming round and to answer for any unexpected failure in the previous round. Here is where we will make our final decisions for the week. Each group member is responsible for their assigned area of expertise. When we meet we will have each reviewed the prior round results for the different areas and discuss what when wrong and what we need to address for the next round. All upcoming decisions will be made one by one after reaching a consensus on each area. Any decisions that are disputed, the final decisions will be rendered by the CEO.

In Chapter 4, we learned about strategic planning, job analysis and methods, what is job design means, and more. This chapter shows us how companies work with their employees, and we will use it not matter if we are working for a small or big company.There were two topics that got my attention. One of them is what companies can do when they have a shortage or surplus of workers.In the book, they talk about training programs and giving layoff. At Dunkin Donuts when they are a lot of workers manager start giving us fewer hours per week. She just gives layoff to those that don’t do their job right or have too many absences without excuses. On the other hand, there are times when the manager is hiring because it is busy in the store such as Black

Staff cutbacks can leave the surviving employees feeling demoralized, bitter, angry, and in shock. One role of Human Resource Management is to act as an employee advocate. In a time of workforce reduction, communicating with employees as well

A corporation needs to have a strategic plan in place in order for them to be able to implement a downsizing. There are many pros and cons to downsizing and it has a ripple effect on everyone in the corporation. Depending on the planning of the downsizing, one of the big issues to decide on is how to choose who will be terminated. For example, do you go by seniority, a percentage from all departments, an entire department, or by job level or position? These are major options that need to be addressed before anything happens. Most corporations today exist less for the well being of employees than they

The job market today is difficult for both employees and employers. It hurts emotionally and financially to lose a job, and it is equally painful to have to terminate someone. Both sides struggle. If you work for an organization that may be facing layoffs, being prepared helps. Below are some tips

By designing and implementing an orientation and training program, a company can expect to receive benefits. These benefits may include improved communications, knowledgeable employees, increased productivity, and improved employee satisfaction levels. This training could also have impact on employee retention, thus lowering turnover rates, which can cause a company valuable time and money. In designing these types of programs, a company should assess the needs of itself and employees.