Layoffs at Companies: A Summary of Best Practices

Butcher, D. (2008, November 13). 5 Strategies for managing employees after layoffs. Industry market trends. Industry market trends rss. Retrieved from http://news.thomasnet.com/IMT/2008/11/13/5-strategies-for-employers-managing-surviving-employees-after-layoffs/

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

Delivering layoff notice to the employees of a company is not one that is easy to do and should not be taken lightly. The employees who are affected by the WARN notice should know that you care about them and their well being and that your concern does not completely lie with the survival of the company and its bottom-line. The letter that Bob Nardelli sent to the employees of Chrysler begins with a negative introduction to his statement and that feeling does not diminish throughout the message. Employees can sense this from the beginning and would likely be more responsive with less negativity. Throughout the initial paragraph, Nardelli is explaining how business has changed and sales have diminished recently (Bob Nardelli, 2008). Instead of

Massive layoffs will definitely affect the unemployment rate and a higher unemployment affects the economy because this means more people are on unemployment so there salaries are down so what they are spending is down. Massive layoffs has a vicious cycle and globally in 2012, 200 million people are without employment and this shows the slowdown in employment growth, which means companies aren't hiring and people aren't spending like the where. Massive layoffs affect the economy dramatically because it has a huge impact on consumer spending which in my opinion makes the world go around. If no one is buying then production is down and that's how layoffs happen, and this affects households, businesses, and the government.

"After the Layoffs, What Next?" is a case study involving the aftermath of the downsizing of Delarks, a Midwestern clothing store chain. In this case Harry Denton, the architect of the downsizing, is able to orchestrate a considerable financial turnaround, but in so doing he alienates most of Delarks' remaining employees and most of Delarks' upper-management. Denton is an inexperienced CEO whose management experience rests solely in managing a national chain's flagship store in New York. Though Denton's restructuring of Delarks' business model will cause Wall Street to take notice and toast Denton's efforts, his inexperience may in the end eventuate in Delarks' collapse. Delark's downsizing was done in a rather abrupt way in which most laid-off employees were entirely unaware that they were about to lose their jobs. The problem Denton unknowingly faced was that the employee-pool at Delarks was very tight-knit where members felt as if they belonged to one big satisfied family, and the unexpected lay-offs caused great distress within the company.

They will also be made aware of the reason for the redundancy dismissals and the number of the proposed redundancies. The process of selection and what procedures will be followed during this challenging time will also be made clear to each employee that may be affected. Last, they will also be made aware of the method of calculation of the redundancy pay they will receive if they are selected.

Sure hypothetically speaking we can say that by firing few employees he protected the jobs of other employees.But an employee working under the fear of losing his job is likely to work less efficiently. Employees nowadays represent a major part of the value of any company perhaps also customers (who rely upon the business for goods/services).They qualitatively contribute to the company as intellectual capital which is not auditable. In order to motivate people to work hard for the interests of the company, a level of trust must be built with them. Likewise it is important for trust to develop between the organization and its external environment (customers, suppliers, government, and interest groups). Such trust can only grow from the perceived security that the interests of all individuals and stakeholders are taken into account.

Layoffs could affect anyone. Live prepared and never imagine “It can’t happen to me!” if this situation arises and a pink slip is given, be very calm. The individual laying him or her off has a script to follow and may already be on edge. Keeping a calm demeanor will help the situation out, and may lead that person to say something that can be used in the future. Don’t sign anything that asked of you to sign. Be very courteous and refrain from any arguments. At this point the person issuing out the layoffs, heart might be breaking as well. Prepare for another day, for the next day is always

Challenges faced by HR management when significant staff cutbacks occur and how they should be addressed

The unemployment level is at an all-time low. The economy is strong. The stock market is breaking new records. Investors are buying stocks by the handful. Corporations are making extremely

Total of five employees have been assigned for our group proposal, and each employee has been given brief information about their background. As our group discussion took part, we all started to do our self-evaluations about each employee using his/her background information. As we have decided all will be examined based on their performances. After the meeting it is imperative that decision reached on the persons to be laid off must be in writing and mailed confidentially to keep all information classified. As I read through each employee’s background, I decided to specify their advantages and disadvantages by sorting them into pros and cons. I then evaluated and concluded my perspective of each individual.

A critical factor to the success of any company is its ability to attract top talent while retaining those already working within the company. Losing employees can have a significant impact on a company’s morale, productivity and overall profit.

The business impact of good and bad attrition can be felt in both tangible and intangible ways. According to few researchers the tangible aspects are:

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

     Many steps can be taken to ease the transition of the employees after downsizing occurs. For the employees who were let go from the company, reasonable severance packages should be offered to help the person until a new job is found (Roger & ME, Micheal