Termination of Employment, Procedure and Policy - Coursework Example

Termination of Employment, Procedure and Policy Table of Contents 1. Introduction …………………… 3-5 2. Definition and purpose of Termination …………………….5-7 3. Main Argument ………………….. 7- 10 4. Conclusion ……………………11-13 Introduction: There are only rare cases and scenarios wherein, the administration and the manager would actually happily fire People. But in either case, even if they are not happy to do it, situation calls, sometimes they have to do it. And so, there is a complete procedure that needs to be followed in order to finish this whole process, once the though of terminating has occurred, and the administration or the manager has decided that they would terminate a certain employee. The organizations administration also needs to perform this whole task in such a manner that, it is finished off in a decent manner rather than, never ending Legal battles i.e. the employee suing the Employee for UN wanted termination etc. No matter how mature or how experience d certain managers might be in this jauner. This is such an unpredictable scenario that neither the manager nor the administration can foresee how the employee is going to react to such a call. Will it be a furious end or a decent one. The question always remains. Now , knowing procedure wise actually what to do in such a case wont make it a happy picture for anybody , but it can help managers and administration avoid making huge mistakes. Mistakes, which could cost the organization huge costs. The point to ponder upon is what would actually be the key to a successful termination Procedure? The answer to this is that it initiates with the beginning of the process, until the end of the employees tenure. So in basic the whole term relationship, that initiates with the recruitment of the employee. Also if the manager and the administration get hold of a good handbook relating the employees, proper training in this regard helps lay the foundation of a stronger base for succeeding actions. After the termination process has ended also another very vital issue in every body’s mind is, how is the organization, its workings, and environment perceived by all? The next vital issue to consider is who are the sufferer s? Now it is a general notion that a termination impacts the employee the most. Not denying that it does, the termination process in fact impacts everyone. Furthermore, there are varying cases in regards to how these now UN employed individuals are handled by the state. Some estates provide a lot of security to these unemployed individuals, in form of giving them the right to claim on their insurances mostly it is the employer who has to justify his act of termination. It is necessary at this point in time to be aware of all the state and federal laws and policies so that the employer and organization may be prepared for any action that might come forth. The ideal thing to look forward to is the fact that the employee being terminated leaves the job with a light heart. And does not have any grudges against the employer or the organization. Because believe it or not that employee will automatically act as the salesperson, he / she will have the power to defame your organization within his / her personal and business circle. “Definitions of Termination “ There are numerous ways that termination has been defined, By experts, authors and researchers. A few of these basic definitions regarding termination are given below: the definitions given below may vary from the original ones as legal terms are not being used, but contain the same idea there in. Termination: It is a fact that employees may either be asked to leave the job, or be laid off under various circumstances. These can occur as voluntary or, UN voluntary. It is never a point of question as to whose choice was it. The Employer’s or the Employee’s. The thing which is important is the fact that both the parties should maintain decency, respect each other in their respective decisions and also treat each other on fair terms. Resignation This is another facet of this issue. Many a times the employees of an organization decide to leave their job and the organization. This decision the employee makes completely is their own choice and free will. An employee resigns from the company based on his or her own decision. This face is known to us as voluntary termination. This is also referred to as voluntary termination. Nevertheless, that the employee resigns due to personal reasons, even then it should be mandatory on them to arrange a meeting of termination and it should be mandatory to conduct exit interviews. A written notice of the news that the employee tends to resign or has been terminated. This is an accepted pattern. This termination can be deemed voluntary by: Poor performance With reference to work performance any employee who consistently shows bad performance, does not meet his targets and goals as the organizational employee, he /she maybe terminated. It is vital to document the shortcomings that the employee’s performance has entailed over his/her tenure with the organization. Also highlighting, the fact that the employee has failed time and again, and has not been able to make any improvements in that regard. “Termination for Cause” The conduct of an employee is as vital as any other issue discussed until now. The conduct of the employee can seriously go against the organization in most cases. In the scenario of major violation of the policy of the company or else. The employee can be terminated. Also in the case where the goodwill of the company or his / her peers is in danger then also the organization might as well terminate the employee. Rather than Let him/her be. A very detailed documentation here again has to be done, in order to explain the organizations action against the employee Layoff The employment relationship that exists between the employer and the employee can become turbulent due to the kind of work performance the employee has been putting up with the employer. Now, if the termination occurs, because of the fact that the organization tends to reduce the workforce of the organization. Then it would be called a Lay Off. The employer again at this point has to be sure that the reason that employee is being given is legal enough to lay him / her off. Otherwise, in some cases and under some state laws, the employee would be able to drag the employer to court. Thus, laying stress on the fact of Documentation again, it should be done properly. 1 Main argument: The above background provides a good insight into the basics of termination, likewise making it easier for us to critically evaluate the research procedures that were used. Here in. The First Step: In order for individuals to gather primary data it is vital, to fore mostly target a sample size, and then decide upon the mode of research. The next step is to decide how to go about collecting this primary data of yours. In the case specified here in, the basic research survey was to entail the comparison between, academic managers and non academic managers. A stratified sampling mode was used. Then questionnaires were sent by post to these individuals, and they were subsequently brought back in for review Critical Review of how the research was carried out: There seems that the methods of research that have been mentioned did produce results. So they all do. But the fact of the matter is. Are these results the most refined of all? Which means what is vital for us to analyze is that are these results, free from all biases. Sending Questionnaires by post: This was a wise idea, but instead of sending them by post. They should have been taken personally to these managers. Fore mostly, making them feel important enough. Making them feel that their statements and explanations carry weight. They should have been personally requested to fill those forms out. Or a personal interview with each would have done the job better. The sample size was not too large. On the other hand, keeping in view the fact that the Blake and Mouton Grid have traditionally as well as contemporarily aided the process in a very positive manner. The grid should have been used. The Cost of the research: The cost being incurred in the whole process is a major question. The initial concern should be, to spend lesser money on research. The research procedure defined in the case, seems extra expenses were being incurred. When they were not required. It is always, a complex task to gather primary data. Collecting secondary data is lesser hassle. But it does not let the researcher get into depth and analyze the what? Why? And how / of the topic chosen. Questionnaire design: Furthermore, designing of the questionnaires is another issue which is vital to organizations. The fact that open ended questionnaires are always, convenient ones to answer. And provide loads of information to the interviewee. But when it come s to analyzing the data. It is very hard to comprehend even at times as to what the interviewee has answered. Because they being open ended questions, while answering those interviewee, tends to deviate from the actual question. Time Consumed: The efficient use of both time and money along with resources is the key a successful task completion this maybe, a university project for a student, a construction project for an individual at work. Etc When the proposed research is designed. And the mode is decided . Along with the cost another very vital issue that needs to be decided is the total time it is going to take. To collect, comprehend, analyze and present the data collected. Time is money, and that is true in all its essence. Ideal Procedure to conduct research based surveys: Set a sample size, a hypothesis, mode of research; decide on what sources to target for primary data collection or secondary data collection. Keep in mind the time constraint you have. Which is the time is that is required of you to analyze and present the data. In case of collection of primary data, it is bets to conduct personal interviews, and surveys, along with focus groups. And in case of the collection of secondary data, it is best to visit libraries for journals published and newspapers. Along with books. Conclusion: Research Plans It is common that the individuals or members of organization want to be able to gather all sorts of information. The research plan of your actually depends upon the type of information that is required of you to attain. . The stronger your focus is on your target the more easily it gets to actually do your research. And produce best results with timely efficiency. This can be your own personal time, or your organizations time. Your Research Approach The following should be your key areas of concern while conducting research. 1. The actual purpose of the research. And what you really have to decide upon by the end of the research. 2. Your potential audiences of the research you or your organization intends to conduct. 3. Exactly what type of information do you really think is required by your audiences? 4. What kind of sources would be best able to provide you with answers to your queries? 5. By what means can all this information be gathered by you in the least possible time? 6. At what exact time do you have to provide the information? 7. What kind of resources are actually available to you for being able to gather your required information? How to Analyze the Qualitative Information Collected? 1. The whole data should be read thoroughly. 2. Contents of similar nature should be organized collectively. 3. Endeavor to make out patterns. 4. Preserve all data for future use. “Who Should Carry Out the Research?” Usually an ideal situation is where the administration of the organization decides upon the individual who would have to carry out the research. Ultimately, the research goals are to be decided by the organization administration as well. Research experts are also hired by organizations to especially carry out researches for them. If the situation of hiring aid from outside the organization is affordable to the organization. It should be done. This help should basically be for being able to realize the exact research methods. If it is not affordable the organization might as well conduct the research and analyze the results themselves. It is quite possible that if some third party would do the research, analyze and interpret the data, there would be lesser chances of organizations being biased in their interpretation of data and its results. The one major issue to keep into consideration is the fact that these individuals will not be by any chance objective in their decisions, or rulings. This will definitely aid the research and the organization into developing such a set of information that would be free from all biases. Contents of a Research Report -- An Example Ensure your research plan is documented so that you can regularly and efficiently carry out your research activities. In your plan, record enough information so that someone outside of the organization can understand what you're researching and how. For example, consider the following format: 1. Title Page 2. Table of Contents 3. Executive Summary 4. Purpose of the Report 5. Organization Background 6. Overall Goals Of the Research being Carried out 7. Methodology Of the Research 8. Analysis of data and Conclusions drawn from the data collected. 9. Recommendations if any suitable or required 10. Appendices Some Pitfalls to Avoid 1. Do not Recoil at research, it is because it will always seem less scientific. But usually that is not the case in actual. 2. Know this as a golden rule : There is exists nothing like the “Perfect Research plan “ it is better to just move on and start implementing all that you have thought to do on paper . Instead of waiting for your documented plan to be perfect. 3. It is always necessary that extra effort be put in by all involved, also towards adding interviews within the research. The questionnaires are not the actual, data grabbing instruments, its how you analyze and interpret the results that sets the research into focus completely. 4. Be sure to include such individuals on you interview lit who have not just been successful but have seen grey days too. This will contribute a lot to your report. 5. Be sure to keep all information and research done and gathered for future use. 2 Bibliography 1. Small business notes. Employee termination outline of the process. http://www.smallbusinessnotes.com/operating/hr/termination/termoutline.html. 2. By Cater McNamara, MBA, PHD, Authenticity Consulting L.L.C, Copyright 1997-2007 .Adapted from Field Guide to Non profit Program Design, Marketing and evaluation and Field guide to consulting and organizational Development. http://www.managementhelp.org/research/research.htm. Read More