Strategies for Managing Employee Separation and Termination Report

This report addresses the critical aspects of managing employee separation and termination within an organizational context, using AGRICO as a case study. It begins by exploring alternatives to retrenchment, such as cost reduction, reduced working hours, and voluntary termination, assessing the advantages and disadvantages of each. The report then focuses on the services to be provided to retrenched staff, including voluntary retirement options and termination due to inefficiency. A significant portion of the report analyzes a case involving an employee, Ms. M, and suggests a fair approach for all parties, including counselling plans to improve performance and address underlying issues. Finally, the report examines the use of exit interviews, detailing their advantages (cost-effectiveness, accurate viewpoints, uncovering work environment issues, and increasing employee retention) and disadvantages (employees' reluctance to disclose all truths, potential for misinformation, and interviewers' interpretation errors). The report emphasizes the importance of fair practices, employee support, and effective communication throughout the separation or termination process.

Manage Separation
or Termination

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Alternatives of the retrenchment.................................................................................................1
TASK 2............................................................................................................................................2
If I had to retrench any staff, what SERVICES should I provide them with..............................2
TASK 3............................................................................................................................................3
Explanation of the case that should fair to all the parties...........................................................3
TASK 4............................................................................................................................................3
Counselling plan for the employees............................................................................................3
TASK 5............................................................................................................................................4
Exit interviews and its advantages and disadvantages................................................................4
REFERENCES................................................................................................................................7

INTRODUCTION
TASK 1
Alternatives of the retrenchment.
Retrenchment:- it means to legally terminate the employees to reduce the work force in the
organisation. This done when the company have excess staff which is not required and due to
that company is suffering from the loss (Busch and Milrod, 2015). This is a legal term which
mangers use to terminate the employees. This the process of discharge the surplus staff.
AGRICO is suffering from the same problem of the excess employees and loss due to those
excess employees. There may be several alternative of the retrenchment some of these are
described below.
Sr. no. Alternative Advantage Disadvantage
1 Reduce the cost of the production-
Firm can reduce the cost of the
production so that it gives low cost
products and it may increase the
revenue of the firm and it also
reduce the expenditure incurred on
the the production (Tøssebro and
Wendelborg, 2017).
It will help to reduce
the cost of the
production which
decrease the per unit
cost of the production
and increase the profit
over the product.
Decrease in the cost of
product may cause of
the decrease in the
quality of product
which may decrease
the demand (Coleman,
2015).
2 Reduce the working- reduction of
the working hour of the employees.
It will reduce the conflict among the
working.
It will help in the
better understanding of
work to the employees
and reduce the in work
conflict
Reduction of the time
will cause the
reduction of the
productivity of the
employees and
increase free time.
3 Reduction in remuneration- reduce
the wages and salary given to the
It help to reduce the
direct expenses of the
It will decrease the
morale of the
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labour and employees (Baum, 2019). employees and reduce
the cost which
increase the profit
(Mian and et.al.,
2017).
employees and they
may not work
efficiently for the
organisation or they
may leave the
organisation.
4 Voluntary termination- it means that
the ask the employees to take
voluntary retirement and
retrenchment from he firm.
It will reduce the cost
of the organisation.
It may loose the key
talents and important
employees for the
organisation.
TASK 2
If I had to retrench any staff, what SERVICES should I provide them with
For the retrenchment of the employees Mr. Bruce can adopt the following strategies to
reduce the extra staff which will not impact the staff morale and organisation so much.
Voluntary retirement:- company can ask the employees to take the voluntary retirement so thatv
it reduce the employees and need not to give the whole salary to them. It increase the scope of
new employees and they may work more efficiently for the AGRICO. This will be a beneficial
for the organisation but it also benefits to the employees also (Wiedner and Mantere 2018).
Retirement due the age:- company should retire those employees who are aged and working in
the organisation since long time ago. This will increase the productivity of the organisation and
will also give the opportunity to recruit new staff at that place. For the AGRICO there are 5% of
there employees are more than 65 years old which are in the age of retirement so that company
should retire them. If the company have the policy to give the pension to them so it have to give
the pension to the employee. It will be beneficial of the employees.
Termination due to inefficiency:- firm can reduce the inefficient staff so that it reduce the cost
and employees will gets the time to increase there efficiency (Pitt, McClaren and Hodgson,
2016).
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Reduce the non permanent employees:- company can reduce the part time or casual workers so
that it can increase the productivity of the permanent employees and reduce the employee
turnover.
TASK 3
Explanation of the case that should fair to all the parties.
Here is the suggestions for the Mr. Geoff managing director of the hotel. According to
the case of the Ms M that she is not working properly. Ms M is working in the organisation since
last 8 years. She is a useful assets for the organisation but the problem is to currently she is doing
mistakes and not performing her duty properly for that the managers should try to find out the
reasons behind that and Mr. Geoff have the option to terminate her but it will cost them to recruit
a new bar tender and train him for the job make familiar with the organisation which take a huge
cost and time for the organisation (Taplin and Lacey, 2016). Mr Geoff should take a meeting
with the Ms M and show her the video recordings and the proofs of the robbery to Ms M and
give her warning to do not repeat the same again, also Mr. Geoff should ask her to give the
reasons of her act and what are the real problems behind that. And manager should give her a last
warning to improve her work and stay focused to her duty. So that it will increase the morale of
Ms M and it may be change her and she work with loyalty for the organisation. This also help to
make warn to other employees of the organisation.
TASK 4
Counselling plan for the employees.
Employees should understand the performance required:- for the counselling plan management
employees should clearly know there work and the performance required to complete their duty.
Management should help employees with there works and performance and help them to get the
work according to there suitable way (Pitt, McClaren and Hodgson, 2016).
Management should provide information its employees that the problem which are faced by the
management so that employees rectify the problems. Also management help to advice to solve
those problems.
Managers also ensure that the employees have proper time and freedom to talk about the
problem or the opportunity given to them (Wiedner and Mantere 2018). In the hotel the
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Blondeye and its management should give a chance to there workers for the grab the
opportunities. And also find the ways to make more opportunities.
Management should gives the appropriate time to its employees for the face the situation and
solve the problem. Managers also gives opportunities of the remedial the actions and also work
for the intermediate the problems and solutions faced by the management and the employees. If
any staff member is failed to perform his duty or not able to do the assigned the task than
management gives the warning to the worker about the performance and the working
environment (Mian and et.al., 2017). Also give them a chance to correct the mistakes and work
loyally with the organisation. Where the Ms M is failed to perform her duty but management
should give her opportunities to solve those problems. This will impact positive to other working
staff in the organisation.
TASK 5
Exit interviews and its advantages and disadvantages
Exit interviews:- it is the interview or meeting with the terminated employees which is conduct
by the human resource managers to get the honest reviews and feedbacks of the organisation
from the ex employees of the firm. It give the idea of the areas which are need to improve and
find the reason why the employees are leaving the organisation and improment that could be
made in their jobs (Tøssebro and Wendelborg, 2017).
Advantages of the exit interviews:-
Cost effective:- the exit interviews are always cost effective for the organisation because some
time to conduct the exit interview din not cost anything but it gives the benefits like employees
change mind to leave the organisation and suggest the thing should be done in the organisation.
More accurate the view points:- it helps to find out the reason behind the employees leaving
organisation. And it provides the view point of the employee to judge anything further.
Uncovers the working environment:- it help to find out the problems which are happening in the
organisation, and find to take the corrective measures to solve those problems (Coleman, 2015).
Increase the employee retentions:- in increase the retentions of the employees because if the
employees will gives the honest reviews of the employment than it help the organisation to stay
the employees by solving there problems.
Disadvantage of the exit interview
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1. Employees always din not open up to say the all the truths or the they may have fears and
many problems. This will leads to the not aware about the all the problems of the
employment. It will be worthless and just waste of time (Coleman, 2015).
2. Employees may be give the wrong information to the employer about the organisation
and this may be misleads the managers to overcome that.
3. All the time employees need not have the reasons to leave the organisation and
conducting a interviews may be not of any use (Pitt, McClaren and Hodgson, 2016).
4. If the interviewer is failed to organise and interpret the information according to the given
data than it may be waste of time and waste of money (Busch and Milrod, 2015).
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REFERENCES
Books and Journals
Baum, C. L., 2015. Employee Tenure and Economic Losses in Wrongful Termination Cases: A
Reply to Nicholas Coleman. Journal of Forensic Economics, 26(1). pp.95-97.
Busch, F. N. and Milrod, B. L., 2015. Psychodynamic Treatment for Separation Anxiety in a
Treatment Nonresponder. Journal of the American Psychoanalytic Association, 63(5).
pp.893-919.
Coleman, N., 2015. A Comment on “Employee Tenure and Economic Losses in Wrongful
Termination Cases”. Journal of Forensic Economics, 26(1). pp.85-93.
Mian, A. and et.al., 2017. Conjoined twins: From conception to separation, a review. Clinical
Anatomy, 30(3). pp.385-396.
Pitt, P., McClaren, B. J. and Hodgson, J., 2016. Embodied experiences of prenatal diagnosis of
fetal abnormality and pregnancy termination. Reproductive health matters,24(47).
pp.168-177.
Taplin, L. J. and Lacey, M. Y., 2016. Ending a peak work experience: The impacts of sudden
termination. Journal of Behavioral and Applied Management, 3(2). p.994.
Tøssebro, J. and Wendelborg, C., 2017. Marriage, separation and beyond: A longitudinal study
of families of children with intellectual and developmental disabilities in a Norwegian
context. Journal of Applied Research in Intellectual Disabilities, 30(1). pp.121-132.
Wiedner, R. and Mantere, S., 2018. Cutting the cord: mutual respect, organizational autonomy,
and independence in organizational separation processes. Administrative Science
Quarterly, p.0001839218779806.
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