Re-Organization and Layoff: Issue and Problem Identification
Re-organization and Layoff: Issue and Problem Identification Paper
Learning Team D
Critical Thinking and Decision Making- PHL/320
March 9, 2015
Todd Goodling
Re-organization and Layoff: Issue and Problem Identification Paper
Identify the problem The problem with the article Mismanaged layoffs can go “horribly wrong”. Majority of the company/organizations’ managers are not being prepared or trained in terminating of an employee regardless of the situation, for example, job being eliminated, layoffs, or termination.
If the managers or the Human Resource Department (HR) is not properly trained they may not know how to respond to a person or a group that has acquired angry employees, employees may have started to cry, or threaten them with a weapon, etc… As the company/organization’s managers or HR prepares themselves for the dreaded act of terminating an employee, laying off staff, or eliminating jobs must have a Standard of Operating Procedures (SOP) in place to follow the laws, rules and regulations, and have all documents in order before they mention anything to an employee(s’). The departments should also have a SOP for displaced employees and benefits if they are entitled to any rather it is a contract from the union or the company/organization itself. One of the biggest issues when terminating an employee is how the HR and/or Management Team handle the communication process and situation. If communication process and management response does not go well it may have a negative effect and impact on the remaining unaffected employees; i.e. production and morale.
Learning Team D
Critical Thinking and Decision Making- PHL/320
March 9, 2015
Todd Goodling
Re-organization and Layoff: Issue and Problem Identification Paper
Identify the problem The problem with the article Mismanaged layoffs can go “horribly wrong”. Majority of the company/organizations’ managers are not being prepared or trained in terminating of an employee regardless of the situation, for example, job being eliminated, layoffs, or termination.
If the managers or the Human Resource Department (HR) is not properly trained they may not know how to respond to a person or a group that has acquired angry employees, employees may have started to cry, or threaten them with a weapon, etc… As the company/organization’s managers or HR prepares themselves for the dreaded act of terminating an employee, laying off staff, or eliminating jobs must have a Standard of Operating Procedures (SOP) in place to follow the laws, rules and regulations, and have all documents in order before they mention anything to an employee(s’). The departments should also have a SOP for displaced employees and benefits if they are entitled to any rather it is a contract from the union or the company/organization itself. One of the biggest issues when terminating an employee is how the HR and/or Management Team handle the communication process and situation. If communication process and management response does not go well it may have a negative effect and impact on the remaining unaffected employees; i.e. production and morale.