The Aspects of Separation and Termination - Essay Example

Name: Course: College: Tutor: Date: Development Policies Analyze exit Policies & Procedures in respect to Separation & Termination Write a report analyzing an existing policy framework addressing termination & separation (i.e. Dismissal, Resignation and Redundancy/ Redeployment policies and procedures) Review and analyze existing Dismissal, Resignation and Redundancy/Redeployment policies and procedures in terms of meeting all legal requirements and demonstrating best practice. Your report should include suggested changes to the policies and procedures you are reviewing. Introduction Major Reforms on how workers can be hired, developed, dismissed or deployed have been in the public and private work sectors for over ten years. The main reforms that have been introduce over the years have affected work place organization and even remunerations and of significance to this particular study is redeployment of staff or dismissal in a process meant to cut on replication of job description a process that has remained complex and resulted to hardships both on the part of the employee and t employer. The objective of Human resource Management is to monitor the life of the employee in a given organization from recruitment and observing their performance to ensure that it is results oriented as per the organization’s targets. The mode in which a given organization recruits, monitors and dismisses staff will determine how the organization performs in its output production. This is because employees will only be in good terms with organizational changes that are scholarly in nature to improve on their skills like management training and not redeployment per say. (Greiner, 1967) Some few years ago people in most countries had the urge to work in the public service but this urge has had a slow death since the policies that define redeployment, retrenchment and outright dismissal are not favourable.As a result many people are now looking for jobs in the private sector. Objectives The aim of this study is to review and analyze existing dismissal. Resignation and Redundancy/Redeployment policies and procedures in terms of meeting all legal requirements while at the same time demonstrate best practices in order to reduce risks that come with dismissal of staff so as to maintain high productions of the organization. This is because when pushed to the wall employees have a power of choice, determination of a liberalized will and the urge to excel. (Barnard, 1938, p. 23). The objective of this study is to find ways of handling redeployment and work cuts well in order to avoid overt emotions on the part of the remaining employees that could be catastrophic to the organization. Existing Policies for Dismissal There have been various outcries from concerned victims that the public sector has no good policies when it comes to its trimming of its work force in an effort to reduce expenditure and at the same time maintain quality. And the blame finger seems to figure out politicization of the public sector jobs at the expense of merit in most countries for the sake of political mileage. This means in every successful regime the civil service jobs tend to change a factor that this study addresses to separate the civil service from politics. Many public sectors have had a reduction in their work force because of the urge to carry out their activities within their budget particularly for government employees. In almost every country there is a tendency to reduce public expenditure in order to place more input in infrastructural programs. Advantages of existing Policies for Dismissal This is done with the sole aim of either including the employees in a different program of encouraging public expenditure efficiency through redeployment or getting rid of them altogether through retrenchment and dismissal. Dismissal will also enable government departments to carry out their activities within their budget. Dismissal is also carried out to avoid the duplication of roles in various departments in a given organization which usually results in overspending on salaries. Disadvantages of existing Policies for Dismissal Downsizing a term that is peculiar with reduction of laborers to create a more efficient work force has its catastrophes for those who remain are never be optimistic or rejuvenated to work since they know too well that they can also be told to pack at any time.( National Academy of Public Administration , 1995) Suggestions that can improve the existing policies for Dismissal While downsizing it’s important that the practice has to take a more humane face in order to ensure the employees aren’t demoralized so as to loose morale in production. To contain the policy of dismissal from the public service this paper suggests that the government should at all costs separate politics from the civil service so that there is no dismissal of public service employees after every regime change. As much as this study contents that in all emerging economies there is the need to trim on the number of employees particularly in regard to duplication of roles as technology improves at an all time high pace there is a need to reduce the rate at which the retrenchments are taking place. It’s for this purpose that this study prefers the policy makers of different emerging nations that are affecting this trend to instead channel more efforts in ensuring employees are absorbed in the private sector rather than in the public sector this is because the public sector jobs come with security of tenure and longevity thus further straining the public coffers. This paper also suggests that rather than taking an active methodology of cutting down on staff let the downsizing policies take a partial drive of creating more opportunities in the private sector. Even as the government grapples with these legal mechanisms to see off their excess staff they should be aware they should seal all loopholes that result in job cuts and draw up policies that will result to more job creations. This is because as much as availability of resources is not a security to success continuous inadequacy would always result to failure. (Mazmanian, 1989) In cases where redeployment is difficult to come by the government should come up with early retirement schemes that involve giving the redundant employees incentives to leave safely instead of dismissing them empty handed as has been the case in the past. In order to encourage continuity of employment rather than total joblessness the government should come up with policies to ensure that retirees are replaced by employees who are ripe for redundancy by equipping them with the necessary skills through training programs. Existing Policies for Resignation The job methodology of employment classification states that human resource are recruited to do a defined work once the work is finished there is no guarantee of renewal of being specified other obligations. Nevertheless in legal matters the workers here are protected by a binding letter of notice before they are given there redundancy and dismissal benefits. This is because the times when the government carried its works with lots of efficiency was when the government administrators did what they were supposed to do. (Taylor, 1919) and that time is behind us. The career methodology gives security of tenure to all public service employees and in case of any down sizing they are sure to be redeployed in other government departments. It’s possible to have these two legal options in the same country so that workers in the public service choose what is in tandem with their preconceived notions. Advantages of the existing Policies for resignation This kind of approach won’t just result to stabilization of the post downsizing period but to greater efficiency in terms of the remaining workers who won’t be swayed away by events that don’t have an active effect on their emotions. Since quality is all about meeting and if possible exceed the customers desires while management is about monitoring the organizational capabilities to continuously meet customer’s desires.(Poister,1988) Disadvantages of the Existing Policies for Resignation As much as resignations could be also be a better way of solving job cuts it also comes with challenges of loosing skilled expertise and so policy makers in this regard should look at the best possible means to cushion the employees from job losses Suggestion that can improve the existing Policies for Resignation Experience has shown that where there is good management of public service jobs, out put from the employees steadily increases a far departure from where the executive arm of government interferes with the employee’s tenure after every successful regime change. In any case for workers in public service policies should be drawn to the effect that the only legal basis of dismissing them would be redeployment. This guarantees security of income to them regardless of the economic pitfalls. This position should be drafted in the policy of trade unions in the country and legalized in the country’s constitution to ensure that no employee is victimized by any circumstance whatsoever. This can be done by ensuring that any staff reductions in the country are done in consultation with the trade unions. This study also would like policy makers to be more reform oriented by making the public sector to have a more organizational face rather than relying on a lot of staff. Then the staff could be absorbed in other sister organizations. This will help them to achieve their goals instead of dwelling on cutting staff sizes. The fact that different countries take on different policies the resultant picture is that while some take on active job cuts others take on partial job cuts which are the best way to go. These approaches could be redefined depending with the policy that implements the formation of trade unions. Its in this regard that workers should be encouraged to take up secured career options to legally bind them to their work place until they reach their retirement age given that this option is legalized in their constitution their ball is in their court to decide their fate unless they are dismissed on grounds of gross misconduct where they loose all their benefits. Advantages of Redundancy Existing Policies Depending on the advantages of being declared surplus to an organization the term could be of use if the policies of being given redundancy benefits require that one accepts the fact that they are additional staff to an organization. This would be particularly of advantageous to the persons if in so doing they are deployed or given a grace period in which to find employment. Disadvantages of Redundancy Policies As much as redundancy could be also be a better way of solving job cuts it also comes with challenges of loosing skilled expertise and so policy makers in this regard should look at the best possible means to cushion the employees from job losses Redundancy; Suggestions to improve existing policies This paper suggests that the trade union should be given teeth to bite and not to be used as a rubber stump by the powers that be. It’s important that legal parameters are put in place to ensure that workers rights are not stumbled upon with impunity as has been the case. Legal mechanisms should be put in place to describe who extra staffs on organization’s payroll are. This would guard against dismissing employees unceremoniously in the name of them being additional staff. In such cases tentative measures should be taken to ensure their service isn’t terminated but are deployed on humanitarian grounds. Unless a position in an organization is expunged from its structure an employee should not be declared redundant for being an additional staff on its payroll. Since most public servants have employment tenures that are secured for life they will only loose them on resignation or retirement thus resulting in a more or less percentage in job recruitment in the public service annually. Thus instead of job cuts the vacancies left by retirees could be merged to trim down on staff rather than recruiting to feel the gap only to cut down on staff. The government has very minimal legal necessities to a person who is under the job group paradigm unlike the one in the career group. Though they are not very secure while in the public sector under this paradigm. This study implores the government to make them more secure as is the case with other countries where even if they accomplish there said contract they aren’t dismissed as redundancy rather they are given a grace period of seven months in which they use to seek employment elsewhere or reshape their skills for future posting elsewhere. The government can also come up with schemes to encourage early retirement by paying out employees who are left out with less than five years or so some golden handshake so that they can go and invest in business as they restructure their departments to be able to live up to the challenges they have. This kind of redundancy payment could be based on the period they have served in the organization in addition to a golden handshake. Depending on their period of service and the age at which they are receiving redundancy letters they could also be given some extra months of salaried pay. The other option is to merge the private sector and the public sector in terms of absorption of redundant workers this could be done through structural adjustment programs like training that will see such workers fit in their respective roles in their new postings. Conclusion To caution employees against job losses the government should adopt hiring freezes policy where the positions left by retirees, resignations or death are not filled by outsiders but by internal people. While others that are not needed are left unfilled and eventually scrapped. Its also prudent that government legislation should enact laws on redundancy payments so that persons are paid in relation to their period of service and given a notice of twelve months as regards their redundancy status where they can opt to leave immediately in exchange for a lump some as is the case with other emerging economies or leave through the redundancy period and get their accrued benefits. This study wishes to consent that despite the employee challenges facing public institutions these problems can be amicably solved if both parties agree to agree. This is because where work force trimming is elaborately structured to satisfy the employees the results are that even the remaining employees will put their best to task to ensure continuity and level headed output. References Barnard, Chester I. 1938. The Functions of the Executive. Cambridge, MA: Harvard University Press. As found at: www.business.illinois.edu/josephm/publications/barnard%202002.pdf on 19th May 2011 Greiner, Larry E. 1967. "Patterns of Organization Change." Harvard Business Review 45, no. 3(May/June): 119-130.As found at: theodinstitute.org/.../125-desarrollo-organizacional parte-1.html on 19th May 2011 Mazmanian, Daniel A., and Paul A. Sabatier. 1989. Implementation and Public Policy. New York: University Press of America. As found at: www.usc.edu/schools/sppd/bedrosian/.../Mazmanian_Vita_Feb_2011.pdf on 19th May 2011 National Academy of Public Administration (NAPA). 1995. Effective Downsizing: A Compendium of Lessons Learned for Government Organizations. Washington, DC: National Academy of Public Administration. As found at: scholar.lib.vt.edu/theses/available/etd-04202000.../new-etd.pdf on 19th May 2011 Poister, Theodore H. 1988. "Crosscutting Themes in Public Sector Agency Revitalization." Public Productivity Review XI, no. 3 (spring): 29-36.As found at: www.spaef.com/file.php?id=188 on 19th May 2011 Taylor, Frederick W. 1919. The Principles of Scientific Management. New York: HarperCollins. As found at: lennschool.osu.edu/.../Public%20Management/.../Moynihan_Donald_P%202005.pdf on 19th May 2011 Read More