Introduction
It is never easy to have to look somebody in the face and tell them, the job they now have will no longer assist them in putting food on the table for their family. When “downsizing” as some like to say, you must not only consider the business aspect of your decisions but also the personal aspect of your employees you are still employing. If I were a working and still employed after a downsizing I would be worried if and when the next cut comes, will I still have a job, should I have a second job lined up, or what should my family do to prepare for this. I can’t imagine that the job is any easier for an HR manager to have to break the news to these individuals or even come up with a plan to decide on whom they are letting go …show more content…
Staffing, human resource development, compensation, staffing and health, and employee and labor relations are subsections of the HR department and one is no more important than the other in order to run a successful department (Mondy & Mondy, 2014). Each of these areas would be affected in their own way. The initial impact would come from the staffing department as they are in charge of the talent search and up keep. You would need to come up with an initial plan as too who and who how many people you would need in certain skill sets to run a successful business. Two other departments that might play a role in the decision making are, safety and health and employee and labor relations. Safety health plays a role in this decision by factoring in the loss of employees and having the potential to be under manned. A job that took 3 employees, 1 hour to do may now take 2 employee 3 hours to do. The physiological thinking of those employees that are used to doing this job in 1 hours’ time is that they need to keep up with production. In doing this there is the potential for them to get hurt by missing safety steps or rushing a job. Although not everybody that is employed with the company is part of the union you must take careful precautions when dealing with those individuals that are with the union. You want to maintain peace with the union, but at the same time have to make decision based …show more content…
It can determine the effort put into your business and the overall happiness of the work environment. Corporate culture is defined as values and beliefs that interacts with the formal behavior of your business ( Mondy & Mondy, 2014). The behavior of your employees is important and when a big change such as layoffs happens it can be a drastic change. When people know there job is secure and they can depend on the pay check they are much happier. The down sixing of the company can put a mood swing on the culture of the company especially as the employee get wind of the downsizing. It is important that you have some kind of talk with your employees to minimize the rumors that have been start and go through the process as quick as
It is never easy to have to look somebody in the face and tell them, the job they now have will no longer assist them in putting food on the table for their family. When “downsizing” as some like to say, you must not only consider the business aspect of your decisions but also the personal aspect of your employees you are still employing. If I were a working and still employed after a downsizing I would be worried if and when the next cut comes, will I still have a job, should I have a second job lined up, or what should my family do to prepare for this. I can’t imagine that the job is any easier for an HR manager to have to break the news to these individuals or even come up with a plan to decide on whom they are letting go …show more content…
Staffing, human resource development, compensation, staffing and health, and employee and labor relations are subsections of the HR department and one is no more important than the other in order to run a successful department (Mondy & Mondy, 2014). Each of these areas would be affected in their own way. The initial impact would come from the staffing department as they are in charge of the talent search and up keep. You would need to come up with an initial plan as too who and who how many people you would need in certain skill sets to run a successful business. Two other departments that might play a role in the decision making are, safety and health and employee and labor relations. Safety health plays a role in this decision by factoring in the loss of employees and having the potential to be under manned. A job that took 3 employees, 1 hour to do may now take 2 employee 3 hours to do. The physiological thinking of those employees that are used to doing this job in 1 hours’ time is that they need to keep up with production. In doing this there is the potential for them to get hurt by missing safety steps or rushing a job. Although not everybody that is employed with the company is part of the union you must take careful precautions when dealing with those individuals that are with the union. You want to maintain peace with the union, but at the same time have to make decision based …show more content…
It can determine the effort put into your business and the overall happiness of the work environment. Corporate culture is defined as values and beliefs that interacts with the formal behavior of your business ( Mondy & Mondy, 2014). The behavior of your employees is important and when a big change such as layoffs happens it can be a drastic change. When people know there job is secure and they can depend on the pay check they are much happier. The down sixing of the company can put a mood swing on the culture of the company especially as the employee get wind of the downsizing. It is important that you have some kind of talk with your employees to minimize the rumors that have been start and go through the process as quick as