Dear Fellow CiteHRians,
Attaching short & sweet informative ppt on Downsizing & other related HR activities, I came accross.
At conclusion of the ppt, some critical thinking questionnaire attached. Would like to get the answers?
From United Arab Emirates, Dubai
2Attaching short & sweet informative ppt on Downsizing & other related HR activities, I came accross.
At conclusion of the ppt, some critical thinking questionnaire attached. Would like to get the answers?
From United Arab Emirates, Dubai
Mita.
When one talks about downsizing one always thinks about increase in productivity. There is another dimension. If a company loses business (on a more permanent nature) it could then downsize or "rightsize" to keep the same productivity norms. Let me try and answer your questions
1. Both. Normally it is the managerial levels which are first trimmed upto a point where there is just about enough experience and leadership. Then the direct force is looked at.
2. Most definitely yes
3. Separation pay is totally voluntary. As per my understand there are no "benefits" like tax etc which a company gets (can someone pl check and confirm this either way). It is only the reduction in the future cost of operation.
4. Talk straight. Let the employee know the true picture. Do not link it to anything else (mostly performance).....this will keep the morale of the employee up when the job hunt starts. Answer all the questions as candidly as possible. Give them access to talk to senior management if required. Put their f&f processing on a speed course. Volunteer to give a good reference check. Respect the person ....... that is the least one can do. In a nutshell a) keep the persons morale high b) clarity of communication c) offer any other help required
5. Both are means to reduce workforce. Early retirement is generally offered when you are looking at trimming people in the 45-55 years range (thats where your highest salaries are). They being close to retirement will opt for vrs as their post retirement benefits would not get affected ie pension or they would be given a one time payment which would be good for them but lesser that what the company would have to bear of they would have to serve out the remaining years. Layoffs are done when people are in their junior to mid range. They can get another job.
Rana
From India, Hyderabad
When one talks about downsizing one always thinks about increase in productivity. There is another dimension. If a company loses business (on a more permanent nature) it could then downsize or "rightsize" to keep the same productivity norms. Let me try and answer your questions
1. Both. Normally it is the managerial levels which are first trimmed upto a point where there is just about enough experience and leadership. Then the direct force is looked at.
2. Most definitely yes
3. Separation pay is totally voluntary. As per my understand there are no "benefits" like tax etc which a company gets (can someone pl check and confirm this either way). It is only the reduction in the future cost of operation.
4. Talk straight. Let the employee know the true picture. Do not link it to anything else (mostly performance).....this will keep the morale of the employee up when the job hunt starts. Answer all the questions as candidly as possible. Give them access to talk to senior management if required. Put their f&f processing on a speed course. Volunteer to give a good reference check. Respect the person ....... that is the least one can do. In a nutshell a) keep the persons morale high b) clarity of communication c) offer any other help required
5. Both are means to reduce workforce. Early retirement is generally offered when you are looking at trimming people in the 45-55 years range (thats where your highest salaries are). They being close to retirement will opt for vrs as their post retirement benefits would not get affected ie pension or they would be given a one time payment which would be good for them but lesser that what the company would have to bear of they would have to serve out the remaining years. Layoffs are done when people are in their junior to mid range. They can get another job.
Rana
From India, Hyderabad
Hi
This was prepared as the slide show for my presentation on this subject as a part of my MBA- final semester. I would like to thank all my professors for this.
Thanks to all CiteHRians who have visited this post & found it worth going through.
From United Arab Emirates, Dubai
This was prepared as the slide show for my presentation on this subject as a part of my MBA- final semester. I would like to thank all my professors for this.
Thanks to all CiteHRians who have visited this post & found it worth going through.
From United Arab Emirates, Dubai
Hi Friends,
I am a new member ,the ppt's are good, Can some one post different scenario's or questions which will be asked ina interview for the "Team Leader"-How will u handle a team?like more questions?Please help me .:!:
More PPt's on "Team Building "
Team Handling
Handling poor attitude employees.
Bye
K.S.Ramgopal
From India, Madras
I am a new member ,the ppt's are good, Can some one post different scenario's or questions which will be asked ina interview for the "Team Leader"-How will u handle a team?like more questions?Please help me .:!:
More PPt's on "Team Building "
Team Handling
Handling poor attitude employees.
Bye
K.S.Ramgopal
From India, Madras
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt