Employees ' Layoff : Employees

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

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

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

The effect of mismanaged LAYOFFs on the remaining workforce and the effects, lack of management preparation, the human condition, and lack of mitigation strategies. We think that the problem with this article is that not enough managers or HR personal, know how to let a person go from their employment effectively. They sometimes don't realize the impact that it has on the other employees morals. Also, that sometimes companies don't take a closer look to make sure downsizing will be the answer to cutting costs like they think that it will. Every HR or manager should be let go in their lifetime so

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,

Going back to being compassionate and respectful of the employees, I would make sure that I give each employee enough time and privacy to handle their business upon termination. According to our text, “terminations should be accomplished near the end of the workday so that an individual who has just been let go can leave the premises without being forced to give an explanation or answer employee questions about what has happened” (Fallon & McConnell, n.d.). When laying an employee off, remember that you will be drastically changing the individual's life

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.

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

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