HUMAN RESOURCES MANAGEMENT g). What problems can be associated with redeployment of staff instead of redundancy? Redundancy can occur for various reasons. It can be a structural decline of an industry, reduction of an organization’s economic activity and improvement of financial performance. Moreover, the new technology and work re-organization may also occur. However, when the employer withdraw the job position he must follow certain procedures. It should, for example, give an employee termination, in some cases severance and overdue vacation. It causes more required work for employees who remains in the company. This leads to stressed, disconcerting and less effective staff. To avoid the process of redundancy, the company may decide to reduce overtime, ‘natural wastage’ and send some employee to an early retirement or redeployment. Redeployment is a way of displaying employees form one area/post to another one. This mainly involves re-skilling and retraining staff whose jobs are redundant. This often enhances the company for extra costs for training, while actually improving their financial performance. Redeployment is possible, but it should fulfill three conditions i.e.: it is justify by the needs of employers, it should not reduce the employee’s salary, the new position requires additional qualifications of the employee. From the organization point of view it is sometimes easier to redundant staff instead of redeploy them because there are some problems for example: it is not easy to find a job qualifications corresponding to redundant employee so as to maximize the use of his education, qualifications and experience, as well as satisfy his aspirations. Moreover, the company has to train an employee t... ... middle of paper ... ...s the work is reflected in concrete actions of workers and has an impact on the final outcome of the company. The involvement of employees affects the company’s innovation, the ability to make changes and adapt to them, as well as greater ease of dealing with the crisis. Improperly functioning communication leads to misunderstanding, conflicts, lowers operational efficiency, prevent the achievement of the objectives. The advantage achieved by the best practice is usually a predominance of short-lived. First of all, the best practices are taken up by the others and secondly the best practices are adapted to the specific external and internal conditions, and they are constantly changing. Works Cited http://www.answers.com/topic/joint-regulation http://www.forbes.com/sites/susanadams/2013/04/09/are-women-catching-up-in-pay/
Other implications arise if employees refuse to travel to the new location. This results in insubordination, and can have a dramatic impact on the organization. Employees who fail to adhere to the direct orders from the administrators to travel to the new location can lower morale and force other employees to be directed to travel to the new location. Therefore, this change could lead to a hostile workplace and an unfair distribution of duties affecting other
Employee turnover costs are very costly to a company. Turnover not only affects the bottom line but also affects the company’s morale. We are analyzing the problems within our company that are causing our employees to become unsatisfied with their job. Then we are going to find solutions. And then do the cost estimates of the turnover costs and the turnover savings after our solutions are implemented.
The main problem the company is facing nowadays is the high turnover ratio closed to an average of 30% on the past three years. The fact that the company is based in an area where many of its closest competitors have offices facilitates employee’s movements from one job to another. This high turnover is mainly affecting positions among the electrical engineers in the R&D department.
This article offers the pros and cons about rehiring employees known as “boomerang” employees. According to Melhuish (2015), boomerang employees are becoming more accepted, and for good reason. In a tough talent market, they already possess the skills and experience you need.
1. This position paper will advocate for a revision of the United States Air Force (USAF) job assignment system to retain officers. It will discuss the current problem with retention, give some possible solutions to fix the problem, and will present the best solution, which is to modify the current job assignment system. 2. When an officer separates from the USAF, the organization loses the time and money it invested in training and preparing that individual for the mission.1 In an attempt to retain officers, the USAF collects and analyzes retention data such as separations, man-years and retention rates.2 A survey conducted in 2005 indicated that 47 percent of junior officers intended to separate from the USAF after their initial term.3 The USAF is aware that retention of officers is crucial.4
None of the full-time staffs can remain in the business forever. With on going the business staffs will be retired or leave the job or there will be the need of more labor to balance the workload on regular basis. In such a condition of labor scarce, it would be a rational and easier choice for the firm to hire a full-time staff from the flexible staffing arrangements instead of hiring a new one as flexible staffs will be loaded with some on job experiences and have some insight about organizational culture and
If there is no proper means of communication between the members the conflict arises among
In the present day organisations are expanding their operations to different countries of the world. They therefore need people to work there “expatriates”. Once the international assignment is completed, the expatriates have got to go back home, the process of repatriation begins. Even though most expatriates and managers presuppose that the repatriation process will be easy seeing as the employee is just returning home, research has substantiated that this is a tricky process. There is indication that it could be more difficult to adjust to the home environment as opposed to adjusting to life in a foreign nation. Therefore, repatriation process ought to be considered keenly (Baruch et al 2002).
2) Disadvantages: It is difficult to join another operating group in his former company. Because there are no vacancies. So this solution is almost impossible.
On the chance that the employee’s skills are compromised as per the interest of the job then the business can justify their dismissal as long as they act fairly, or if the employee at Tesco is fit for doing their job yet is not willing to complete it, i.e. committed a type of misconduct at the working place. For example, if at LeSoCo, a member of the, let’s say, Maths team decides to not partake at the corrections of their exams or if they don’t even show up at lessons. REDUNDANCY Redundancy is something that occurs quite often on the business world, and it is when a business is struggling and they decide that the best option to continue is to decrease their workforce. In the case that someone becomes redundant, then there are some rights that he is entitled to, some of which are, an interview with the employer, a notice period before you become redundant, the alternative to move into a different job, time off to find a new job, and a redundancy pay. Be that as it may, the employee must be chosen for redundancy in a fair way.
International mobility is a term that has been adopted by LVMH to regard moving their employees on international duty (Mamende, 2008). This is however based on the how the same cannot be impended by other factors. The impediments can either be personal or systematic. While the former involves issues like physical and psychological ability of the person who intends to be mobilized, the latter is in regards to issues like finances, political atmosphere, laws, amongst others. It has been credited for being a steering factor towards innovation and creativity.
Employee turnover in organization is one of the main issues that extensively affect the overall performance of a workplace (Tariq, Ramzan and Riaz, 2013). Various studies show that employee turnover negatively affect the overall efficiency at the organization (Tariq, Ramzan and Riaz, 2013). Xiancheng, (2013) mentioned the employee turnover is a method of personal issues who decided to stop associate with the company for better advantage. There are two types of turnover which are voluntary and involuntary turnover. Voluntary turnover can be defined as the termination of the official and the psychological contract between the employee and employer (Krausz, 2002; Macdonald, 1999; Mclean Parks et al, 1999; Rousseau, 1995) while involuntary turnover inescapably lead to direct negative results such as current job is insecurity, work difficulty, and status fluctuation (Gowan and Gatewood, 1997). However, other researchers such as Haven-Tang and Jones, (2012) concluded poor management, lack of salary, bad working environment and paucity of job opportunities could be the highest causes of turnover among organization. This statement was support by Kusluvan et al., (2010) where is they had stated that poor management, low payment of salary, work environment and lack of employees’ job opportunities on the organization will make employee want to quit from their job. Turnover intention situation will appear when labour had feeling that they want to quit from current job, so voluntary and involuntary turnover will become final stage for them as their decision (AlBattat and Mat Som, 2013) but it is different for researchers such as Mosadeghrad, Ferlie and Rosbenberg (2013) when they conclude that employee turno...
As long as a good relationship exists and the employee’s career is advancing at an acceptable pace, the employee can remain with the company. But at any time, the employee is free to move to another company, perhaps to achieve a higher position, to move to a new area, or to find a new situation that is more suitable for his or her personality.
Voluntary redundancy is a way of preventing to make compulsory redundancies which may allow those who are unhappy or who are already considering leaving to go. Also, it can be a tough decision to forcefully make staff redundant, therefore, it can be easier on the employer when the staff self-select over redundancy. Offering voluntary redundancy is viewed as a more positive move from an employer than simply enforcing redundancy onto staff as this has a less damaging effect on a company’s reputation when employees choose of their own free will whether to put themselves forward. This method can eliminate disagreements and bad feelings and is far less devastating to overall morale than compulsory
Relocation is one of the most stressful ordeals that a person has to undergo. Your home or office gets cluttered up and messy with numerous boxes and the many goods that need to be packed. Your routine life goes haywire. Not only is moving very stressful but it is also very hectic. If you are a working individual, then you are sure to find it very difficult to handle your job and execute a move successfully.