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Downsizing with Dignity Webinar Presentation
1. TERMS 2. REASONS 3. ALTERNATIVES 4. METHODS 5. AFTERWARDS R.A.A.M.A.T. (Define) D.D.
Terminology Downsizing Rightsizing Layoffs Workforce reduction Delayering Restructuring Upsizing Streamlining Outsourcing Redundancy elimination
Reasons Business losing revenue Reduce overhead costs Automation Outsourcing functions Discontinue Services or Products
Alternatives Increase productivity and profitability Reduce workweek Reduce benefits Freeze promotions and raises Job Sharing Voluntary leave of absence Voluntary retirements and severance packages Attrition Outsource functions Overtime to increase targets (output) Reduce salaries Ask Employees for their ideas!
Process Gather information Review the info Decide on the method Create a new org chart Create the new job descriptions Implementation
Methods Last in First out Performance based Attrition Early Retirement (Buyout incentives)
Implementing Notifications Conducting Meetings Logistics Communication Process Culture External Scripts Debriefing Security
Cycle Acceptance SHOCK DENIAL ANGER DEPRESSION EMOTIONS
Afterwards Transition assistance Counseling (EAP) Access to Internet Resume assistance Time-off to interview
What to consider Relationships –Customers –Remaining staff Workload –Who will do the additional work? –What happens if they quit?
What about the Survivors?
Survivor Cycle Acceptance SHOCK DENIAL ANGER DEPRESSION EMOTIONS
Use Care Can you prove the hardship? Define Business Necessity
Legal assistance –Severance and Release agreements –WARN Act (size of the employer) –EE’s on a protected status Leave of absence Workers’ compensation
Things to Consider Age Gender Employment Contracts Employee Handbooks Union Contracts Personnel policies and practices WARN Act (60 days advance notice) Always have Kimstaff review
What are the keys? Communication Compassion
C reate A R espectivful E nvironment Keep their dignity!
Managing Employee Separations, Downsizing and Outplacement
© 2004 by Prentice Hall Terrie Nolinske, Ph.D Managing Employee Separations, Downsizing, and Outplacement.
6-1 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall Managing Employee Separations, Downsizing, and Outplacement Chapter 6.
Managing Employee Separations, Downsizing, and Outplacement
Downsizing and Restructuring
Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall Managing Employee Separations, Downsizing, and Outplacement 6-1 Chapter 6.
(c) 2007 by Prentice Hall6-1 Managing Employee Separations, Downsizing, and Outplacement Managing Employee Separations, Downsizing, and Outplacement Chapter.
EMPLOYEE SEPARATIONS CHAPTER 6 MGT 3513 Introduction to Human Resource Management “My main job was developing talent. I was a gardener providing water.
Human Resources. Overview human resources as a core competency for organizations. HR planning, and HR planning process. four important HR benchmarking.
Before the layoff Make sure it’s necessary Use committee to review Try other measures as appropriate Wisconsin Department of Workforce Development.
HR Practices in a Recession: Exploring the Options OMHRA: September 17, 2009.
MBAO 6030 Human Resource Management Downsizing HR Management MBAO 6030.
© 2001 by Prentice Hall Managing Employee Separations, Downsizing, and Outplacement.
Absenteeism “It is the practice of being an Absence and an absentee is one who habitually stays away”
Human resource management
Managing People Goal Selecting Employees job description job application interviewing skills- clean/well-groomed good communicator.
Chapter 12 Special Challenges in Career Management.
© 2001 by Prentice Hall 6-1 The Layoff Decision and Its Alternatives Business Needs to Reduce Labor Costs Voluntary Separations Voluntary Work Force Reductions.
Part 6: Staffing System and Retention Management
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