STRATEGIC HUMAN RESOURCE MANAGEMENT

Strategic Role of HR in Downsizing

Organizational HR managers are the most involved in the overall process of downsizing. They must create a comprehensive downsizing plan that addresses employee distribution within the company as well as attrition control. The skills needed by employees to carry out their jobs and responsibilities successfully should also be listed in the plan. It should also include training programs for staff members' professional growth and skill improvement.

Maintaining an open line of communication between management and employees is the most crucial element in any downsizing effort's success. The most appropriate technique that should be implemented prior to the downsizing exercise is face-to-face communication, according to studies conducted by multiple surveys. Senior executives should have small meetings, one-on-one conversations, and breakfast gatherings to honestly and transparently explain the reasons for downsizing to staff members.

MANAGING SEPARATIONS

An organization consistently selects the top candidates from the market.

Sometimes, due to unforeseen events, an organization must let go of its staff. The hiring and employee separation processes cost the organization a lot of money. When an employee wishes to leave the company, the HR department of the organization makes sure that the employee follows formal, structured procedures to do so. Organizations occasionally assign a specialized team to manage employee separation. Either a voluntary or involuntary process may be used to separate employees. An employer chooses to terminate their employment with the company voluntarily when they have personal or professional reasons to do so. When an employer chooses to end an employee's employment, it results in an involuntary separation services as a result of poor performance or hard financial times.

Downsizing could be a very dangerous solution for any organization if it is not planned for properly. Repeated downsizing without a well-thought-out plan can have a negative impact on the performance of the organization as a whole. The following actions should be taken when reducing staff:

The greatest amount of notice should be provided beforehand.

Employees should be given a thorough explanation of the downsizing process.

Maintaining the integrity of all parties is important.

All information ought to be recorded in writing.

It is best to offer outplacement services outside of the organization.

Approving an employee's service in a proper manner is important.

Through outplacement services, a company's downsizing assists its former employees in finding new employment and readjusting to the labor market. When an employee leaves an organization, a trained interviewer conducts an exit interview. Open-ended questions are asked during the exit interview, and staff members are reassured that the information discussed will remain private. When an employee leaves the company, they should be told through an exit interview how the HR department will handle any issues that may arise later on.

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