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11 Cards in this Set
- Front
- Back
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What are the human resource replacement costs? Given an example of each
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1. Recruitment Costs: e.g. advertisements / headhunter
2. Selection Costs: e.g. interviewing / travel 3. Training Costs: e.g. orientation 4. Separation Costs: e.g. severance pay |
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What are the benefits of separation?
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What is the difference between voluntary and involuntary separation?
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What are different ways to cut labor costs?
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Outplacement: helping laid off workers find new jobs
Typically, an organization will institute a layoff when it cannot reduce its labor costs by any other means. Figure 6.3, which presents a model of the layoff decision and its alternatives, shows that managers should first try to reduce their labor costs by using alternatives to layoffs, such as early retirements and other voluntary workforce reductions. After managers make the deci- sion to implement a layoff, they must concern themselves with the outplacement of the former employees. |
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On a high level (without going into detail) what are the alternatives to layoffs?
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1. Change in employment policies
2. Change in job design 3. Change in benefits |
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Give examples of changing employment policies as an alternative to layoffs
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Give examples of changing job design as an alternative to layoffs
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Give examples of changing benefits as an alternative to layoffs
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What should companies do in the process of separation?
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What is outplacement and what are its goals?
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Outplacement is a program to help separated employees deal with stress and to provide assistance in finding a new job.
The goals of outplacement include the following: Reduce morale problems of employees about to be laid off Minimize litigation Assist separated employees in finding comparable jobs quickly |
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What are the keys to how an exit interview should be performed?
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*Objective interpretation is important
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