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Assignment - Human Resource Planning

   

Added on  2021-04-16

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Running head: HR Planning 1HR PlanningbyCourse:Tutor:University:Department:Date:
Assignment - Human Resource Planning_1
HR Planning 2Methods of downsizingDownsizing is an overall reaction to one or more of four settings namely, mergers and acquisitions, reduced profitability and market share through improvement of technology and varying industry, the introduction of new corporate structure, and the notion that the least the better (Sitlington, & Marshall, 2011). There are three central downsizing approaches according to Kim Cameron namely, Workforce reductions, work redesign, and systematic change (Gandolfi, 2013).Workforce ReductionsThis approach also known as layoffs, primarily focuses on the elimination of headcount and the reduction of the size of the workforce. It involves activities such as layoffs, retrenchments, natural attritions, and premature retirements (Gandolfi, 2013). Gandolfi notes that this approach is acted on reactively to cost-cutting and is a short-term approach to the reducing profits. Workforce reductions are most likely negative and do not readily achieve the expected results. Carriger (2016) questions whether workforce reduction produces the anticipated results. Over 50% of the organizations that implement workforce reduction strategies do not attain reduced expenditures as initially intended. Furthermore, studies show that most of the firms realize after downsizing that some of the terminated employees carried out very significant roles, and as a result, these organizations have to come into terms with the loss and engage new employees. In endeavoring to maintain both the input of the skilled employees and profitability of the firm, the HR has devised alternative cost reduction strategies or instead alternatives to workforce reductions. These strategies are implemented over a period and they do not involveworkforce reduction but instead cost reduction. For instance, they can be grouped into short-term cost adjustments (mandatory vacation, reduced workweek, cut in overtime pay and
Assignment - Human Resource Planning_2
HR Planning 3salary reduction), medium-term cost adjustments (extended salary reductions, employee lending and exit incentives) and long-term cost adjustments (internal job affairs and maintaining communication with laid-off staff) (Gandolfi, 2013).Work redesignThis approach mostly emphasizes on the elimination of unnecessary work, instead of reducing the size of the workforce (Gandolfi, 2013). It includes actions like eradicating functions, eliminating hierarchy levels, teams, divisions, products, restructuring responsibilities, and decreasing work hours. Vacant positions are targeted and then abolished during the redesign. For instance, a cataloging hierarchy at a library that hasn’t been occupied for a long time may be repealed and its roles assigned to the clerk. Work redesign is less stressful to the staff and employer because the downsized positions or departments are not filled prior and thus are unproductive. Work redesign also comprises of merging in addition to the removal of specific roles or job levels. For example, if an organization experiences significant loss beyond recovery, it may decide to partner with another company that is doing well. A successful merger requires the struggling company to merge with a stable firm. Work redesign by merger takes more time than the simple elimination of vacant positions. Work redesigns are rarely implemented due to their complexity and their need for advanced analysis of the affected areas (Gandolfi, 2013). Systemic StrategyA systematic strategy is an approach whose view to organization change is more holistic. This method, therefore, considers all aspects of the firm such as suppliers, customer service, production techniques, design procedures, and stock (Gandolfi, 2013). The emphasis of this approach is changing the intrinsic culture of the business and the employee’s attitudes and ethics. Instead of perceiving downsizing as a contrary initiative, this method outlines the
Assignment - Human Resource Planning_3

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