Employees ' Layoff : Employees

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

After the manager has discussed with the employee the reason for termination it is important to allow the employee to express his/her feelings. During this time the employee is allowed to say something in his/her defense. Also allows the employee to vent frustration about the termination. This will lessen the likelihood that employee will try some sort of retaliation. Additionally, is there was some misunderstanding on either the manager or the employees part this would be the time to clear it up.

2. How to ensure that the dismissals are fair and the importance of this to both the employer and employee.

Message 4: It is not uncommon for an employee to be in disagreement with an employer’s decision to terminate employment. An alternative we may try is to set up a meeting of the workers peers and give them the facts of the situation and let them decide if the termination was wrongful. The group of peers would be persons from a location other than the employees own. These individuals would hear the facts of the case from both the businesses’ and the employees. In order to qualify the termination would need to meet certain criteria. It would be required to be an established company guideline or process for which the employee was terminated and store leadership must be able to present all documentation that lead to the termination. This would require leadership to have followed the processes leading to termination. For the employee it would let them have a voice in their termination and to hear whether their peers agree with the employer or the employee.

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

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

The options that were covered in the group discussion I feel very informative. When it comes to releasing someone, whether it is a termination or a layoff, it was discussed if training for those types of situations would be suitable, or if one could even prepare to carry out something of that delicate nature. You can train someone how to do anything, but that does not necessarily mean it will be conducted in the manner it was taught. I think it all highly depends on the situation and the individual who is delivering the news to the employee.

Challenges occur within a company when they are subjected to layoffs and downsizing. Especially those employees that are losing their jobs, it can be challenging and a stressful task for any supervisor or manager. According to the Bureau of Labor Statistics, U.S. Department of Labor in May 2013 confirmed that the national unemployment rate was 7.6 percent. With a rise in unemployment within the United States, it is vital to plan and implement when conducting a dismissal meeting for an effective termination of employees.

When terminating an employee, it is justifiable the proper grounds for termination. Terminating employees should not be bias but based off an employee’s performance, capabilities, and complying with companies’ rules and regulations. Wrongful Termination Law and “Uniform Guidelines on Employee Selection Procedures”, is improvised to protect employees from any unjust dismissals by an employer, According to Gerhart, Hollenbeck,

During the time that an organization is downsizing the supervisor and the managers has to be compassionate, respectful, and honest. They also have to be organized and continue to talk about the progress they are making (Quast, 2014). The regulatory guideline states that if there would be more than 50 employees that were being laid off all at the same time, the Federal Worker Adjustment and Retraining Notification (WARN) Act has to be performed. Under the WARN Act, it “protects workers, their families, and communities by requiring employers to provide notification 60 calendar days in advance of plant closings and mass layoffs”(United States Department of Labor, 2009). If the organization does not give the workers the 60 days notice then

There are two types of turnover, voluntary turnover happens when the employee makes the decision to leave and involuntary turnover is when employees has no choice in their termination (Schmitz, 2012). Every month or sooner managers experience some of their exceedingly qualified employees leave the company. After realizing that their company is becoming less profitable is when they begin to wonder why and brainstorm on ways to retain them. In Information Technology, “the cost of recruiting new staff is high and the loss of continuity when staff leave can also be very expensive” (Bott, 2005, p. 111). In IT, human resources strive to maintain their highly skilled employees while employees’

Employee resignation is a problem every business will have to deal with every once in a while. Every now and then, a boss in a company somewhere will regret seeing a great employee leave his/her organization for a number of reasons and it is something human resource personnel cannot control.

Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at

Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at

To ease the stress of having to lay people off, managers should not think about it too much. In the case it says that some managers stress out thinking about how it’s going to affect those people’s lives. HR managers should think of it as they’re job, something they must do. Some employees get fired because they’re not performing very well, and knowing that the employee wasn’t exactly putting much effort can help get rid of the sadness of letting them go. It’s another case if it’s a good employee who has to be laid off due to some circumstances. In this situation, managers can give them good recommendation letters so they can find new jobs more easily. It could relieve some of the guilt and sadness over firing someone who has been doing an honest