Reduction In The Workplace: A Case Study

Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.

Another major problem the R.R.C. is facing is an issue experienced by many government offices. Job security is basically ensured at the R.R.C. and the process to terminate an employee is extensive and time consuming. All efforts must be taken to first make a reasonable effort to assist the employee in improving their performance. If the employee can't perform the duties of their position, an effort must be made to move them to a position they are capable of performing. If the employee is incompetent for any available position, only then can an employee be terminated. The biggest issue comes when the employer needs to

In an office setting, RBRVS determines overall cost of visit. The Relative Value Unit (RVU) is a created value to measure resource consumption by assigning numeric values. RVUs are divided into three domains, each with different weight. This metric sums the salary of provider, facility/practice expense (inclusive of utilized resources), and malpractice adjustment (exposure level to account for). This determines the overall Relative Value Unit (RVU) which is then multiplied by the GPCI (geographic index specific for each factor) which adjusts for cost differences in different areas. The total RVU is multiplied by conversion factor to equal reimbursement. Doctors working more and producing more RVUs are making more

The recruitment plan will be communicated to the employees as soon as possible. The goal is to identify the employees (mostly women) who have the skills, knowledge, and attitude to perform future jobs. Increasing the percentage of women in key positions such as the executive board and management will increase diversity. Communication will be achieved through different channels. Human Resources will send information by email, company websites, social media such as Facebook, Twitter, and Instagram. Employees such as those who work in warehouses or customer service may not have access to computers. Therefore, the information will be posted in break rooms, paycheck envelopes, or any areas that employees have access to before external recruitment

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

The selection is not directed in any manner by rase, age, colour, gender, religion,national origin or disability. Today, our workforce manifest that; with 18% women employed at all levels in the organization, both local and foreign educational backgrounds. Selection involves a whole process, in which every one who satisfy the requirement of job can apply Online.

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

We have both male and female employees at our shop, we treat each employee as a Soldier we all have equal responsibilities based of our Job description. Our shop has an open door policy an employee is welcome to come into my office at any time and express a problem or concern, at any time the employee is welcome and encouraged to seek outside help or counsel if they feel it is necessary to the situation at hand. EEO is important and these standards will not be bent or broken under any situation or circumstance. Employee records are maintained and properly stored in my office under lock and key we update these records as needed for example our PAA’s, step increases and contact information. I conduct Safety meeting or safety stand downs a minimum of once each quarter, additionally at the direction of the SMM or J4. Each new employee is orientated to our Shop and is teamed to a veteran employee to ensure he or she is set up for success. Our additional duty binder was up to date and accurate at our last CSDP inspection. Monthly I conduct a meeting with all employees to discuss the facility, upcoming events, and short comings and to evaluate the overall morale of our FMS

•Gender Discrimination-Diane is female and has been with the company for some time. Diane would have to prove that we are terminating her because she is female. This would be very hard to prove because we have not discriminated based on gender and there are two other employees male and one of them is minority in the process of being terminated. Another fact is that the HR department has two other female employees. Diane is also aware that she had a minor attendance performance where we worked with her and still kept her with the company. The company also has other females working in the stores and this indicates that we do not discriminate against gender.

Resource based relative value scale (RBRVS) was designed to determine the cost of the medical providers and the amounts they should be paid. It is ususally used and created by the medicare in the US and by nearlly all HMOs. It assigns procedures performed by the physician or the medical providers. The RBRVS will determine its prices based on some factors such as the physicians work 54%, practices expense 41%, and the malpractice expenses to a 5%. It can relate to insurance through making or deciding o how to pay the physician for their services provided to the patient. With this system the physicians services will be determined based on the RBRVS and payments will be calculated using this method. Both the RBRVS factors and relative values

The key tasks of Job design, through analysis, description and specification, and organization design are instrumental in determining what tasks are to be performed and how they will be managed. Once the “what” is determined, it is time to determine the “who” through human resource management. One of the important functions of Human Resource Management is Recruitment and Selection of the

employees must take in consideration age, gender, marital status, family size, health and level of

RBVS stands for "resource-based relative value scale", which is a physician based payment schedule. This was implemented by the Omnibus Budget Reconciliation Act in 1989 to fairly represent the resources used to perform a procedure and/or surgery. The three elements composed of the RBRVS are:

The Moore Beer Incorporation is a brewing company that was profiting 25 million dollar a year. The company opened two online marketing and direct distribution channels and soon after the websites went live, technology problems along with slow moving sales killed the company’s profits. As an effect of the company’s slow sales they have decided to abandon its new direct marketing plan and to reduce its employees. The President of the company was given a list to terminate some employees. Some employees may be given an option to transfer into existing openings in other areas of the company. In 1978, Congress enacted the Worker Adjustment and Retraining Act (WARN ACT) to deal with plant closings and mass layoffs. It requires employers that have 100 or more employees to give a 60-day notice of a plant closing if 50 or more workers at one site lose their jobs. A mass-layoff provision of the law requires a 60-day notice of layoffs to affected workers if the affected workers make up at least 33 percent of the workforce at the site (with a minimum of 50 affected workers). If 500 or more employees are to be laid off, notice is required regardless of the percentage of the workforce to be laid off at the site (Twomey, David, p.689, 2013). During a layoff or reduction process the selection should be based on measurable and unbiased job-related factors such as:

Employee selection procedures that ensure fairness and compliance with the law (f.e. avoid risk of discrimination).