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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!
PHAR 746 Pharmacy Management Stacy Ramirez, Pharm.D. Clinical Assistant Professor Department of Pharmacy Practice.
Managing Outflow Layoffs. HR’s “Unspoken Challenge” Attract Motivate Retain REDEPLOY Roles of HR:
1-1 McGraw-Hill/Irwin ©2008 The McGraw-Hill Companies, All Rights Reserved Human Resource Management Gaining a Competitive Advantage Chapter 5 Human Resource.
HR Practices in a Recession: Exploring the Options OMHRA: September 17, 2009.
Downsizing Fall 2008MGMT 412 | DownsizingPage 2 Downsizing: Why? Domestic competition Foreign competition Technological change Change in firm strategy.
6-1 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall Managing Employee Separations, Downsizing, and Outplacement Chapter 6.
Human Resources. Overview human resources as a core competency for organizations. HR planning, and HR planning process. four important HR benchmarking.
INTERNAL EMPLOYEE RELATIONS
Dessler, Cole, Goodman, and Sutherland
Chapter 05 Human Resource Planning and Recruitment
LEGAL UPDATE Jen (Vogt-Lowell) Dibble, Esq. Allen Matkins Leck Gamble Mallory & Natsis LLP.
Managing Employee Separations, Downsizing and Outplacement
Human Resource Management: Gaining a Competitive Advantage
© 2001 by Prentice Hall Managing Employee Separations, Downsizing, and Outplacement.
Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall Managing Employee Separations, Downsizing, and Outplacement 6-1 Chapter 6.
MBAO 6030 Human Resource Management Downsizing HR Management MBAO 6030.
Personnel Economics 7 1 Chapter 7: Turnover, Layoffs and Buyouts Is turnover always bad? Which groups should be targeted for layoffs? Downsizing: is it.
(c) 2007 by Prentice Hall6-1 Managing Employee Separations, Downsizing, and Outplacement Managing Employee Separations, Downsizing, and Outplacement Chapter.
Part 6: Staffing System and Retention Management
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