Human Resource Management of ABC Company

This document discusses the Human Resource Management of ABC Company. It includes the development of redundancy policy, exit interview form, ways to increase retention and demographic trends related to retirement figures. The document also includes a bibliography. The document is useful for students studying HRM.

Running head: HUMAN RESOURCE MANAGEMENT
HRM of ABC Company
Name of the student:
Name of the university:
Author note:

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HUMAN RESOURCE MANAGEMENT
Table of contents
Task 1.........................................................................................................................................2
Development of redundancy policy.......................................................................................2
Task 2.........................................................................................................................................4
Exit interview form................................................................................................................4
Task 3.........................................................................................................................................5
Ways in which ABC Company can increase retention and attrition of the employees.........5
Task 4.........................................................................................................................................5
Demographic trends related to retirement figures..................................................................5
Bibliography...............................................................................................................................7

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Task 1
Development of redundancy policy
Background
The redundancy policy is needed for enhancing the professional skills, abilities and
competencies of the employees by developing policies, strategies and ethical code of conduct.
Policy statement
The Redundancy Policy would enhance the awareness of the HR regarding
constructing effective plans for averting the instances of neglect and isolation in case of the
employees. These plans would act assistance in terms of providing security to the employees
within the workplace environment. Upon the case of isolation and neglect, the Company
would take initiatives to deal the issue fairly with adequate transparency. Within this,
attempts would be made for protecting the individual interests of the employees, with due
consideration to the identified goals and objectives.
Policy purpose
Redundancy Policy is needed by ABC Company in terms of dealing with the process
fairly and consistently. Along with this, the policy is needed for making the staffs aware of
their rights, so that they can undertake initiatives for averting the risks of unfair dismissal
claims. As a matter of specification, this policy would cater to the security, which is needed
by the employees within the workplace.
Application of the policy
The Redundancy Policy would apply to:
 The staffs involved in the employee contract

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 Brochures stating the reason of the policy
 Formal notice of redundancy to the staffs
 Election by the employees towards taking voluntary redundancy or re-employment
 Situations of redeployment, relocation and training
 Records of income
 Severance pay records
 Notices and documents of severance payments
 Involuntary redundancy payments
 Voluntary retirement cases
Approvals
A notification would be sent from HR manager to the Governors and trade union
members stating the information regarding the affected staff. Prior permission would be taken
from the higher authorities for conducting one to one discussions with the affected staffs.
Approval for the permission would result in the initiation of the discussions.
Policy review
Once the policy is implemented, it would be reviewed in the form of feedbacks,
meetings and interactive sessions. Checklists and templates would be considered for
assessing the extent to which the identified goals and objectives have been fulfilled through
the development of the policy.

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Task 2
Exit interview form
Confidential
Employee Exit Interview form
Name: _____________ Security social number: ________
Location/Department: ________ Supervisor: ___________
Hire date: ____
Part 1: Reasons for leaving
 Laid off
 Retirement
 Resignation
Plans after leaving: ________________________________
Part 2: Suggestions for improvement
For office use only
One to one with the employee
Unemployment benefits
Conversion of benefits
If retiring, state options for payments of unused leave: _______________
Interviewer’s signature: __________________
Date: __________________
Starting position: ____________ Ending position: ________
Starting salary: __________ Ending salary: _________

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Table 1: Exit interview form for ABC Company
The above table depicts a sample exit interview form, which ABC Company can use
for maintaining the records of the employees leaving the organization. Records in this
direction would help the managers to improve the workplace conditions. The feedbacks
proposed by the leaving employees would add innovation into the services, indicative of
retaining the employees. Authenticity is needed in terms of filling the form for enhancing the
awareness of the managers about the drawbacks, which needs to be modified.
Task 3
Ways in which ABC Company can increase retention and attrition of the employees
 Effective and flexible recruitment and selection policies
 Timely provision of the gross basic pay
 Flexible working shifts
 Congenial working atmosphere
 Praises and recognition for good performance
 Journey mapping for career enhancement
Task 4
Demographic trends related to retirement figures
 Longer life expectancy cycles
 Low birth rates

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Figure 2: Percentage of Australian population aged 65 years and over (1901-2097)
(Source: Abs.gov.au 2019)

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Bibliography
Abs.gov.au 2019. Australian historical population statistics 2014. Available at:
http://www.abs.gov.au/AUSSTATS/abs@.nsf/mf/3105.0.65.001 [accessed on 16th Jan 2019]
Kennedy, J.P., 2017. Functional redundancy as a response to employee theft within small
businesses. Security Journal, 30(1), pp.162-183.
Martin, T.N. and Ottemann, R., 2016. Generational workforce demographic trends and total
organizational rewards which might attract and retain different generational
employees. Journal of Behavioral and Applied Management, 16(2), p.1160.
Pace, V.L. and Kisamore, J.L., 2017. Strategic exit interviewing: encouraging voice,
enhancing alignment and examining process. Journal of Organizational Effectiveness:
People and Performance, 4(1), pp.59-75.
Party, C., 2018. Corporate Social Responsibility Policy. Policy, 4, p.106.
Tanwar, K. and Prasad, A., 2016. Exploring the relationship between employer branding and
employee retention. Global Business Review, 17(3_suppl), pp.186S-206S.