Human resource management (Making a layoff Decision) - Assignment Example

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My first recommendation would be Keshan Jones: even though his evaluations are good and above average, his extra contributions to the prosperity and productivity of the company have been less than the other employees’ though in no way whatsoever below the unacceptable level…
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Human resource management (Making a layoff Decision)
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Human Resource Management (Making a Layoff Decision) October 9, My first recommendation would be Keshan Jones: even though his evaluations are good and above average, his extra contributions to the prosperity and productivity of the company have been less than the other employees’ though in no way whatsoever below the unacceptable level. Despite the fact he has shown promise with his evaluations, his potential has been less fully realized than some of the other employees’ who have already made outstanding contributions to the company and increased the overall performance and position of the company, which is something that must be considered as this is a decision not only affecting a department but the company as a whole. His seniority is also less than the other employees’.
My second recommendation would be John Melendez, who also has less seniority. Though he has been with the company for four years and his evaluations have been outstanding, his career could be further enhanced with the help of further education, which goes a long way in today’s competitive business world. Though his contributions to the company through the introduction of administration intranet for employees has undoubtedly been invaluable, it is a positive attribute that helps to ensure that he is easily able to obtain an appropriate position in another company that will take advantage of his abilities.
Advanced layoff planning minimizes the chances of litigation, reduces the negative impacts on employees, decreases company disruptions, and ensures that employees do not lose trust, respect, and goodwill that they felt towards the company before the layoff (Pfadenhauer, 2009, p. 94). One of the most important steps in a company layoff is deciding selection criteria for the persons to be laid off. The most simple and clear cut method is usually seniority, which is the least likely one to result in discrimination claims. This is the method most demonstrated in this case as these employees have the least seniority. All communications concerning the layoffs must be handled by human resources experts, legal experts, or marketing and communication’s experts.
It is the company’s responsibility to assist the two laid off employees in order that they avoid feeling demoralized and pushed aside by a company they have likely been loyal to and good employees of for a length of time. Top management must provide clear explanations of the layoffs to the employees, and those laid off need an explanation of the procedure and benefits they will receive. Often there is a severance package involved in large company layoffs (Ritchey and Turner, 2001, p. 35). Survivors of a company layoff often need a lot of information during this time of great insecurity for them. Management must prepare layoff survivors for life after the layoff has occurred.
Other ways that should be involved in assisting laid off employees include actions on the part of management such as acting quickly: do not allow employees the opportunity to speculate or allow rumors to begin circulating in advance (Ly, 2012). Secondly, managers should know the law and have answers prepared for any questions the laid off employees are likely to ask. Thirdly, they should not to give employees a false sense of hope and be straightforward with the news and your reasons and justifications. Fourthly, it should be ensured that you the managing staff are respectful towards the employees at all times though the latter may lash out and become angry, which is a natural reaction. Finally, to provide support, a company should offer career counseling, letters of recommendation, and also attempt to contact job placement agencies on the employees’ behalf (Ly, 2012).
It is also important that your company maintain the morale of those employees who did not get laid off but may now feel they have reason to feel less secure in their careers. There are three strategies a company should follow to influence morale after company layoffs: anticipate likely employee responses, try to create and identify interventions that will impact employee morale, and ensure that your company monitors and evaluates morale with regularity to determine the impact of actions taken (Kettley, 1995).
Pfadenhauer, D. M., 2009. Selection and Communication in Layoff Planning: The Cornerstones of a Successful Reduction in Force, Journal Of Private Equity, 12, 3, pp. 94-103. Business Source Premier, EBSCOhost, [online] Available at: [Acessed 10 October 2012].
Ritchey, D., & Turner, D., 2001. The Public Relations of Layoffs, Public Relations Quarterly, 46, 2, pp. 32-36, Business Source Premier, EBSCOhost, [online] Available at [Accessed 10 October 2012].
Ly, D., 2012. How to Lay Off Employees, [online] Available at: [Accessed 9 October 2012].
Kettley, P., 1995. Employee Morale During Downsizing, [online] Available at: [Accessed 09 October 2012]. Read More
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