HRM Assignment: Separation-Termination of Employee
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Added on 2020-06-04
HRM Assignment: Separation-Termination of Employee
Added on 2020-06-04
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SEPARATION-TERMINATION
Table of ContentsINTRODUCTION...........................................................................................................................1PROJECT 1......................................................................................................................................11.1 Features of practice system of separation/termination:....................................................11.3 Types of separation: .......................................................................................................21.4 Procedures: .....................................................................................................................3TASK 2............................................................................................................................................42.1 Communication with the employees: ..............................................................................42.2 Importance of the staff who conduct the separation and termination: ............................4PROJECT 2......................................................................................................................................5TASK 1- Report...............................................................................................................................5TASK 2- Counselling plan:.............................................................................................................62.1 employee understand the required performance...............................................................62.2 employee must be advised................................................................................................62.3 opportunities to employees...............................................................................................62.4 warning to the employees.................................................................................................72.5 termination reviews from Geoff.......................................................................................7CONCLUSION................................................................................................................................7REFERENCES................................................................................................................................8
INTRODUCTIONSeparation and termination conducted by the organisations to improve the working of theorganisation. These are the steps which are to be taken by the professional heads to maintaindiscipline in the organisation and employees to understand the operations of the organisation.Employees can be separated or terminated as per their work performance and unhealthybehaviour towards the organisation and co-workers. There must be punishments to theemployees through various ways.PROJECT 11.1 Features of practice system of separation/termination:Separation of an employee is the process to inform him that he/she is to be terminated.The relationship between employees and the organisation ends when the employee is no longerserving the organisation or may be his/her is not performing or behaving well in the organisation(Brotherston, Bornat and Calcagno, 2008). There can be many reasons or circumstances for thetermination and separation. BHP Billiton has the good human resource strength and it isAustralia's largest MNC. The termination and separation in this organisation has the main issuewhen they have terminated their former CEO before the completion of his contract with theorganisation.1.2 Process to develop quality of separation:The separation process of an organisation can be developed with the help ofimplementation of various methods. The quality of this process can be improved and theorganisation will have the smooth functioning.Inform the employees: Warnings should be given to the employees as according to theirinappropriate performance and misbehaviour (Brotherston, Bornat and Calcagno, 2008).BHP Billiton give pre-information before the termination of any employees which ishelpful in giving a chance to the employees and they can improve their performance orbehaviour.Criteria of selection: BHP Billiton should fix the criteria of recruiting employees. Thequalification of employees to be mentioned and they should be recruited as per theiracademic qualification or the years of experience they served for the required post(Jamal, and Adelowore, 2008).1
Implementation of the selection criteria: BHP Billiton should adopt the techniques ofimplementation of selection criteria. It will be helpful in making recruitment orappointing the qualified or talented employees to the organisation.Fair selection: There must be appointment of the best HR professional who can searchthe best employee to be selected for BHP Billiton. This process will make the properemployee management in the organisation.Alternatives: Employees go on leave or may leave the organisation so there must bealternative or replacements of such employee. It will help in on going functioning of BHPBilliton.1.3 Types of separation:There are several type of separations with the help of it an organisation can make efforts to havethe best employment management:Resignation: Employees of the organisation can give resignation to their jobs as they arenot comfortable or satisfied with the work environment (Jamal and Adelowore, 2008).The resignation should contain the proper details of the employee and the reason ofleaving the organisation.Retirement: The completion of the employee contract with BHP Billiton and they will beawarded with the retirement benefits like the large amount of money, free medicalallowance. The retiring employee must provide the letter of resignation to his department.Probation: The probationary period helps the organisation in knowing the talents of theemployee and analyse his work performance this can be of 6 months (Jamal andAdelowore, 2008). The probationary period can be extended for additional 3 months asper the request given by the employee. The extension of probationary period should be bedone before the completion of the 6 month probationary period. It can be reduced as perthe work performance of the employee with the help his supervisor.Lay-off: The lay-off can be done by the employee on consideration of their career, isbased on the non-satisfaction with the work, not an appropriate salary to the employees.The employee must give notice before the 60 days of his lay-off (Pitts and Recascino2
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