HRM 530 Strategic Human Resource Management Week, business and finance homework help

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Business Finance

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"Employee Layoffs" Please respond to the following:

  • Determine three ways that employee layoffs can affect other employees in the organization. Examine two additional ways that employee layoffs can affect the organization as a whole.
  • Imagine that you are a manager of the HR department of a company and you are required to lay off one of your employees. Propose two ways that you can ensure you are abiding by the laws that govern employment and ethical practices. Respond and evaluate another learner’s comment. Ground students will do this through discussion.

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HRM 530, Strategic Human Resource Management Week 5 Learning Outcome: Design processes to manage employee performance, retention, and separation. Analyze laws governing employment and how organizations can ensure ethical practices. Article: What Motivates Employees http://business.time.com/2013/02/11/what-motivates-employees/ Article: Five Strategies for Managing After Layoffs http://www.hreonline.com/HRE/view/story.jhtml?id=156838048 Provided by Dean Tanya Moore Adapted by Adjunct Professor Lewis Strategic Human Resource Management HRM530 Managing Employee Retention and Separation Stewart, G. & Brown, K. (2008). Human resource management, (1st ed.). Hoboken, NJ: John Wiley & Sons. Objectives • Upon completion of this lesson, you will be able to: – Design processes to manage employee performance, retention and separation Strategic Employee Retention and Separation • Employees are primary asset • Replacing can cost 1 – 2 times annual salary • Retention – keep good employees – Competitive advantage • Separation – efficiently and fairly terminating Turnover • • • • Voluntary Involuntary Dysfunctional 4 Paths – Quick decision to leave/external event – Event causes to think about leaving – Comparison between current job and alternatives – Dissatisfaction with job Decisions to Quit • Begins with low job satisfaction • Emotional feelings about work • Work consistent with values and needs = high job satisfaction • Withdraw from the organization • Availability of other jobs • Personality Practices That Reduce Turnover • • • • Surveys Job Descriptive Index Socialization Organizational support Layoffs • Downsizing • Layoff victims – Actually lose their jobs – Negative feelings – worry, uncertainty, financial difficulties • Layoff survivors – Negative reactions – Increased motivation and performance Discipline • Due process – procedures in accordance with rules and principles - Principles - Expectations and failure to meet expectations Discipline based on facts Present both sides Punishment consistent with nature of the offense Progressive Discipline • Meet and discuss • Steps in Progressive Discipline Policy – Verbal warning – Written warning – Suspension – Final written warning – Discharge Dismissal • Outplacement Services – Outside firm – Experience more positive reactions – Find comparable job – Alleviate some anxiety • Tell directly • Meeting brief • Listen • Summarize meeting in writing • Security nearby Summary • • • • • • • Retention versus separation Turnover and low job satisfaction Downsizing Layoff survivors Discipline and due process Outplacement services dismissals
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Explanation & Answer

Attached.

Running head: EMPLOYEES LAYOFFS

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Employees Layoffs
Name
Institution

EMPLOYEES LAYOFFS

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Employees Layoffs

Employing laying off, it is the process by which the employee's tenure of employment
comes to an end. Cost cutting by the management, mechanization of processes, reallocation
of business, increased demand for outsourcing, mergers, and buyouts are among the causes of
employee's layoffs in the ...


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