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Human Resources (HR) Termination of employment - Essay Example

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This essay aims to discuss such aspect of human resources as termination of employment. Termination of employment may be either voluntary or involuntary.Involuntary termination is whereby the employee is fired or laid off. To be fired is mainly as a result of employee fault hence considered dishonorable and some view it as a sign of failure…
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Human Resources (HR) Termination of employment
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"Human Resources (HR) Termination of employment"

While laying off my employee, I would first make them understand why am laying them off. It may be due to failure to meet what we had agreed should be done in the period of probation, in this case the dismissal will be fair since the employee understands the reason as to why he is being dismissed. Another form of fair dismissal that I would emulate is attrition. This entails evaluating workers on three key bases that includes their conduct, their capacity and the operational requirement of my firm. Attrition is mainly aimed at reducing the workforce. This implies that I will not force my employees to leave but rather I would give them option to resign and in return pay them. This may be a few years salary in advance. This is a fair mean to dismiss employees since they leave happy and in case the posts they were occupying begins to function, they are free to come back to work. To ensure the success of my firm, I will emulate the aspect of psychological contract. This entails creating a strong relationship between employees and the employer. Most importantly, psychological contract ensures mutual expectation of incomes and outcomes by the parties (Wood and Jack 24). In any firm psychological contract creates balance between the treatment of the employee by the employer and what the employee contributes on his or her job. Unfair dismissal occurs when a fair work commission notices that the dismissal was harsh and unjust. Additionally, it occurs when the dismissal was not an outcome of genuine redundancy. Some of the major offences that can read to employee dismissal include poor discipline, dishonesty, theft of company assets and continually missing work. Similarly less serious offense such as kicking or slapping a fellow worker or ignoring direction of another worker can cause a dismissal. During the dismissal process, employment provisions are followed. Secondly, employees are told the problem. Thirdly, the employees are advised that they have a choice of having a representative during the disciplinary meeting. Fourthly, the employer investigates the misconduct without being impartial. After being given an opportunity to respond, an employer may decide to dismiss the employee based on the seriousness of the offense. Some employees are given a trial period. During this period, an employee may raise grievances but the employer should not consult such an employee before the end of trial period. In addition to gender discrimination, employees are sometimes discriminated against their races, origin and religion. It is imperative to note that employer should avoid any form of discrimination. On the other hand, employees who experience any form of discrimination should take legal action. An exit interview is both important to an employer and employee. In my organization, I would carry out an exit interview because it prevents occurrence of legal conflicts in future after the departure of the employee. In case where the employee gets a job with a competitor he should not disclose any trade secrets. This can only be possible if there is an exit interview prior to departure of an employee. If the employee had signed an agreement at the time of employment, then it is necessary to review the document before the employee leaves to avoid eventualities. This would assist both the Read More
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