PHL 320 Reorganization and Layoff_ Solutions Paper
PHL 320 Reorganization and Layoff_ Solutions Paper
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Date Created: 11/14/15
Reorganization and Layoff Solutions Paper Team A Critical Thinking and Decision Making In BusinessPHL320 May 18th 2015 Jose Rodriguez Reorganization and Layoff Solutions Paper Identifying a solution for any company can be considered crucial or paramount For week three s assignment Team A discussed researched and collaborated on solutions to identified and address how mismanaged layoffs can go horribly wrong These layoffs can become a nightmare for companies due to a lack of proper and well managed policies Creative solutions and ideas are needed to reduce the negative impact that a layoff can have not only on the employee but the company as a whole Solutions need to be for the best of the company and for the employees We discussed a couple of different solutions that are very different from each other Realizing the Issue Identifying the issue with layoffs and reorganization is important as then you can begin the solution process Most major businesses go through a layoff or reorganization process due to various reasons such as cost reduction competitors or a change in the market These reasons are why it s so important for managers and human resources to get the layoff process done quickly yet effectively With layoffs come negative feelings for current and former employees and with reorganization comes a sense of feeling lost and unorganized Having a plan prior to layoffs or reorganization can help the transitions that will occur after layoffs or reorganization seamless Solution One We discussed that a good solution could possibility be that companies have designated personnel for this task also that these personnel will have training This training would involve some types of different aspects of the layoff of the employee We discussed what the training should include such as how to handle emotional people and any precautions that are taken when this occurs The training is vital along with having reoccurring refresher training courses We included in the discussion that most if not all of management and human resources need to be included in these training courses Unfortunately there can only have so much training Having the correct persons delivering the message is important We discussed that everyone is human and no matter how much training a person has attended there is still human error and communication issue It isn t easy being perfect and no one is completely perfect Terminating an employee is one of the most difficult tasks for a manager Training is going to be the best thing you can do for those situations Updated training especially One thing that may help in making the termination process less painful and hectic is if the companies invest in having a third party present at the time of termination Someone that is specialized in crises control That way of an employee becomes unstable or may become so the third party can sit with them and possibly help them overcome it Perhaps this third party could even be an employment agent and lead the terminatedlaid off individual in some positive direction Finding someone who is very well with thinking quick on their feet being compassionate and professional is a struggle of course but they are the types of people I think should be working in these positions Solution Two We discussed a separate solution to the issue of layingoff or terminating employees This solution would require a company to plan well ahead prior to even hiring new employees One aspect of this solution is that the company looks at why they are planning to terminate the employee Is it a budget concern or a person who is not up to par with their work If it is a budget concern the company needs to work on a way to move things around to continue the employment of the person If it is an employee problem can the person be trained Has the company exhausted all efforts to help the employee be better The company needs to put the employee on a trial basis with training Businesses need to do more research and see if the layoff is truly necessary Has the company done their due diligence in research for retaining the employees Can they cut costs in other areas or hold back certain bonuses How can the company not layoff or fire personnel While researching ways that companies can avoid layoffs completely is by allowing personnel to retain their positions and maintain their skills and utilizing the work share program that the Canadian government has in place Lloydminster Source 2015 They are able to also save the company money by not having to hire and retrain personnel once the business returns It would be beneficial to all of the persons involved It would be interesting if other countries would be able to start a program of this nature Conclusion Layoffs are never easy but with the right training for managers and human resources the negative impacts can be lessened Proper training and refresher courses for all managers and human resources is a must Keeping the current staff happy and unworried can be difficult however with proper layoff and reorganization solutions set in place the task can be made a lot easier Making sure to plan prior to restructuring a company is vital If you don t have the budget to perform what you want to attain the company should wait This way unnecessary layoffs later don t occur References Avoiding layoffs 2015 Mar 17 Lloydminster Source Retrieved from http searchpr0questcomdocview 1 6639365 48 accountid45 8
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