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Downsizing

IHRM Presentation on the Literature of Downsizing
by

Russia Sid

on 3 June 2010

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Transcript of Downsizing

Double click anywhere & add an idea No fault actions are often the most difficult concept to explain to employees.
After all, they’re no one’s fault. They’re simply the result of doing
business in an economy that sometimes appears to be based on survival
of the fittest. Layoffs, department closures, and plant relocations are simply
the fallout of global competition in a changing business world. Did you watch it? ? ? Layoff: Position Elimination [—LIFO]

Belinda, in an effort to reduce costs, we are restructuring our business, and that will result in the elimination of a number of positions in our company.
Unfortunately, your position has been selected, and I’m afraid we’re going to have to lay you off. You’re the last person hired in our department,and as a result, I’m afraid you’re the first person to be impacted by the layoff. Does that make sense? (Pause.)

I’m afraid today will be your last day of work with us, and we have information to share with you regarding your severance package, COBRA, and unemployment insurance. I know this is a lot of information coming at you at once, and I’m so sorry to have to relay this message to you, butbefore I go any further, I want to stop here and see how you’re doing. Are you okay?(Pause.)

Just so you’re aware, a number of other positions are being eliminated throughout the day.Out of respect for the other people involved, I’d ask that you say as little as possible today to other employees. We’d prefer to tell the affected employees ourselves because we want to avoid people hearing about this through the grapevine if we can help it. In addition, I know that some people prefer to leave quietly while others want to say good-bye to a few close friends. We’ll respect whatever decision you make. How do you think you’d like to handle that?


Layoff: Position Elimination—Lack of Qualifications

Laura, in an effort to reduce costs, we are restructuring our business, and that will result in the elimination of a number of positions in our company. Unfortunately, your position has been selected, and I’m afraid we’re going to have to lay you off. This is such hard news to deliver for me because you’re such a hard and dedicated worker, and I’m sure this comes to you with a great amount of surprise. (Pause.)

Today will be your last day of work with us, and we have information to share with you regarding your severance package, COBRA, and unemployment
insurance benefits. I know this is a lot of information coming at you at once, and I’m so sorry to have to relay this message to you, but before I go any further, I want to stop here and see how you’re doing. Are you okay? (Pause.)

Just so you’re aware, a number of positions are being eliminated throughout the day. Out of respect for the other people involved, I’d ask that you say as little as possible today. We’d prefer to tell the affected employees ourselves because we want to avoid people hearing about this through the grapevine if we can help it. In addition, I know that some people prefer to leave quietly while others want to say good-bye to a few close friends. We’ll respect whatever decision you make. How do you think you’d like to handle that? Also, Laura/Janet, will you need help packing up your desk? Can we get you boxes, do you need a lift home, or is there anything else you could think of where we could assist you with your move? Finally, I just want to thank you for all your hard work and dedication over the past two years and say I’m so sorry for what you’re going through. You’ve made it a better place around here, and I’m personally going to miss working with you. Thank you for all you’ve done for us. Question: Why was my position chosen for elimination?

Answer: It was a business decision. Please don’t take this personally;when a reduction in force occurs, positions are eliminated. The people who are attached to those jobs then get laid off. It’s the hardest thing a manager can do. Eliminating positions is so difficult because you realize that people’s lives will be interrupted. That’s why I’m so sorry that this is occurring.

Question: Who else is being laid off? Am I the only one in our department? Why me?

Answer: Laura, I can’t share who else is being laid off in the department at this point. We haven’t spoken to the other individual(s) yet, so I’d ask that you allow me to hold off on answering that for now.

[Or]

Yes, yours is the only position in our department that’s being eliminated. Again, please don’t feel that you’ve disappointed anyone. I want you to know that you’re rehirable once the hiring freeze is lifted. For now, though, understand that we had to eliminate one head count, which is why your position was impacted.
Question: How can that be? Who’s going to do all the work that I do once I’m gone?

Answer: That was part of the pre-layoff analysis that we performed, and I want you to know that we’re very aware of all the work that you do. I’m afraid we’ll have no choice but to divvy it up among the remaining staff members.Travis is here from human resources to discuss some of the details related to your severance package and other important benefits details relating to this layoff.
Question: Wait. You can’t lay me off and keep Rachel. I have more longevity than she does!

Answer: I recognize that. I want you to know that we did indeed consider tenure in our decision, but it wasn’t the only factor. I’m not in a position to provide more details at this point. Just know that tenure was one of many considerations. Are there any other questions that I could answer for you? the end! any questions? The effect of downsizing on the financial performance and employee productivity of Korean firms. Gyu Chang Yu
Jong Sung Park (2004) Downsizing without downgrading: Learning how firms manage their survivors. Shimon dolan
adnane belout
david balkin (1999) Downsizing: an examination of some successes and more failures. Steven Appelbaum
Tamara Close
Sandy Klasa (1999) Survey research on 258 listed Korean Companies with the use of control variable formulaes to state the effects of downsizing on financial performance. Mc Kinley (1995), emparical evidence that economic downsizing doesn't decrease costs as much as desired and that in some cases expenses actually increased like compensation layoff. Explores the effects of downsizing on a firm's overall performance in terms of financial performance and employee productivity So what is the Gap?
- Whether the methodologies and strategies found in the literature are actually implemented in reality! Scenario script excerpts to Layoff Q&A Script scenario Research on the Literature The following are just comical scenarios!! Monkey Business?
Probably!! With the example of Canada as a legal environment for downsizing, the article illustrates that in a layoff of 50 to 100 employees, employers are required to give 8 weeks of prior notice, while more than 500, 16 weeks notice is required. Presented By:
Rasha Sidahmed
Full transcript