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Employment and Society - Essay Example

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Employment and Society Table of Contents Redundancies at the workplace 3 Critical evaluation of alternative measures that can be taken by organizations to avoid compulsory redundancies 3 Reference 6 Redundancies at the workplace Redundancy is defined as a condition in which an employee’s position ceases to exist but he is not replaced…
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Employment and Society Essay
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Download file to see previous pages Redundancies can cause significant damage to an organization and must be eliminated at all costs. The assignment brings forth the different alternatives to redundancies which organizations can use o as to ensure the productivity and performance levels of the organizations do not get hampered and are sustained. Critical evaluation of alternative measures that can be taken by organizations to avoid compulsory redundancies The first most effective alternative to redundancies is recruitment freezes. Organizations are seen to freeze their recruitments at a time when existing jobs can be endangered. It is seen that during the time of recession in 2008, majority of the organizations stopped conducting new recruitments instead of cutting down workforces or cutting down salaries. Job cuts are not considered a suitable option for employers as it can have numerous serious implications. Job cuts primarily spread anxiety and terror the workplace and instil insecurity in the minds of people who are retained too. Thus instead of cutting down jobs, organizations must rather seek to cease recruitment activities temporarily till the time when conditions improve. Organizations can also seen to stop or reduce overtime of employees. This is regarded as the most straightforward way of cutting down costs. During a time when there is reduced demand for the company’s services or products it is considered best to reduce overtime levels of employees. In other words organizations can consider downsizing the magnitude of work in the form of products and services (Tarren, Potter & Moore, 2009, p.7-9). Apart from the above strategies it is also seen that organizations offer early retirement to people on a voluntary basis. By doing this the problems of redundancies can be handled to a substantial extent. In this way only those who are willing to take retirement can resign without exerting any extra pressure to the employees. This can be done without endangering the present employees’ positions and cutting down unnecessary and redundant job positions. A large number of organizations were seen to apply this strategy during the tough economic conditions of 2008 and 2009. In this context, the concept of redeployment and retraining has long been appreciated by researchers as alternatives to redundancies. The idea is training employees or workers on different and effective skills rather than focussing on their previous skill and expertise areas which had become unproductive or redundant. Many organizations took to restructuring and retrain their employees on new skills and domains during the time of the recession (Logan, 2009). Organizations have particularly undertaken pay freezes and sabbatical as effective alternatives to redundancies. Some of the leading car manufacturers of the world like Jaguar Land Rover and Vaux Hall undertook to sabbaticals in exchange for reduced pay during the economic crisis. More than 3000 numbers of workers at the car manufacturing factory of Ellesmere Port were given the provision of taking leave through a span of two and nine months at 30% of their salaries. According to Hopley (2009), employers must strive to be adaptable with different options and conditions so as to ensure that they retained the talents in the organizations. They must try and not lose their skills at any cost. This ...Download file to see next pagesRead More
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