...Dismissal Meeting Name Institution Dismissal Meeting According to (Dessler, 2000), dismissal meetings are convened by human resource managers when an employee or employees are leaving service. Dismissal meetings are always held on two important occasions. The first occasion being when an employee leaves service due to retirement while the other occasion is when an employee is terminated. Termination commonly occurs due to firing perhaps because the organization has established a need to downsize or when the employee is declared redundant (Armstrong & Armstrong, 2011). Downsizing or laying off is either a permanent or a short end of employment. Downsizing commonly affects a group of employees rather than a single employee. Downsizing mostly occurs for business reasons like when there is a business slow-down or perhaps when some positions are declared redundant. Workers who are affected by downsizing are usually referred to as laid off workers. Earlier on this term was taken to mean a temporary interference with work, but now it refers to a permanent end of work due to reasons that a company specifies. Laying off is a more particular term as it means a reduction in the number of employees. Downsizing is broad as it also includes reduction of the operations but just to improve efficiency (Bratton & Gold, 2000). In this paper, therefore, my aim is to discuss dismissal meeting that is held when laying off has occurred. Ways through Which, a Manager, can use...
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...Introduction Downsizing is reducing the workforce of a company by an employer. It usually happens because there is a loss of finances, loss in contracts, technology changes, or international competition. There are a few ways a company can downsize, such as, terminating employees, give them an option to retire early, or hiring freezes, just to name a few. Letting go of an employee for whatever reason can be one of the most difficult tasks an office manager can face. There should be steps taken to make sure the process proceeds smoothly. The last thing you want is for a dismissal meeting to end badly. I will propose three ways a manager can cope with negative emotions that may arise with an employee layoff. I will provide a step-by-step process of conducting the dismissal meeting. I will also take a look at the compensation the company may provide to the separated employee and create a chart to depict the timeline of the disbursement of the compensation. Last, I will predict three ways the layoff may affect the company. Three ways to cope with negative emotions Managers may have distinctive reactions to layoffs because they are mediators and receivers of change. “Their reactions are important because they can affect employee morale. Employees pay close attention to manager’s behaviors and messages they send out. The first way to cope with negative emotions is to thoroughly communicate (Dewitt, Trevino, & Monica, Spring 2003)”. Be private and honest with the employee...
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...Assignment 1 week 3 – Alignment of HR and Business Strategies Carmen Roberts Professor Morgan Human Resource Management – HRM 530 April 22, 2016 1. Discuss the factors causing the employees dissatisfaction. It appears the employee has a variety of factors that are leading to their dissatisfaction. One has an enormous amount of work that is not challenging enough for him or her. The employee has a lot of busy work. Busywork is work that usually appears productive or of intrinsic value but actually only keeps one occupied. It can get aggravating doing a variety of little tiresome, tedious work. It has lead to making her feel bored on the job. Secondly, the employee lacks education, instructions and excitement. There appears to be no career advancement or development. Therefore, she has not been encouraged or guided toward steps for promotion. Inasmuch as she has been performing the same duties without promotional training she does not feel she is achieving her career goals. Thirdly, she is experiencing burnout. According to Careerplanning (2011) burnout is a combination of exhaustion of physical or emotional strength or motivation that is a result of prolonged stress or frustration. Burnout is related to the job duties, tension, stress and interoffice issues. Burnout is draining and can to someone looking for a new job. Sometimes, there is just so much you can take. There are a lot of employees who suffer this sort of burnout and it takes...
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...Jaquetta Purdie 2503 A Glenn Road • Gaston, SC 29053 Telephone: C: (803) 394-0488 E-mail: jaquettapurdie23@gmail.com [pic] Professional Profile Dynamic, analytical and results-driven professional who will deliver sales talent, highly- detailed customer service skills, and passion for helping others to your company. Known to demonstrate a proven track record of success in sales and possess the ability to coordinate a high level of activity under a variety of conditions and constraints. Personable, strategic, and cost-conscious professional offering broad-based experience providing excellence in customer service and administrative support; confident in ability to propose own ideas when appropriate, possessing a strong initiative and drive to succeed; strong background in sales/customer service; superior administrative management, strategic planning, and consensus-building skills. Proven ability to resolve highly complex and sensitive workforce regulations and ensure internal and regulatory compliance. Exhibits the ability to innovate strategies that improve efficiency, productivity, provision, and support of daily operational and administrative functions. Works cross-functionally to form and execute strategies to make strategic, tactical, and operational decisions. Passionate, self-motivated team player with the ability to create visions, execute strategies, and influence a team of professionals while managing resources. [pic] Core Competencies |Client Relations ...
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...DISMISSAL MEETING PROPOSE THREE (3) WAYS THAT A MANAGER CAN COPE WITH ANY NEGATIVE EMOTIONS THAT MAY ACCOMPANY AN EMPLOYEE LAYOFF. One way that a manager can help ease the pain of an employee that’s been laid off is to grant the employee a generous severance package which could provide economic benefits that reflects management’s compassion and understanding of the impact of the termination. Although the trend is for companies to offer less in severance payments, 93 percent of them require employees to sign releases of liability in order to receive severance pay. A great way to help soften the blow of a layoff is for the company or manager to do their best to find those leaving the company a new job. This could mean calling around to see if anyone is hiring, providing great job recommendations and even calling the competition to see if they have any openings. The company should also cover the expenses for some career counseling. The company can provide on-site training around resume writing and how to ace an interview for all employees. This can cause loyalty from all employees even the ones being laid off. Another way to help the laid off employee is to offer psychological counseling paid for by the employer because according to a lot psychologists losing your job is similar to losing someone close to you. A lot of employment consultants say those who have lost their jobs experience stages of grieving similar to the ones people go through after a loved...
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...Assignment 3: Dismissal Meeting Imagine that you are an office manager and you have been tasked with the job of coordinating and heading the dismissal meeting for an employee layoff. Write a six to eight (6-8) page paper in which you: 1. Propose three (3) ways that a manager can cope with any negative emotions that may accompany an employee layoff. 2. Describe a step-by-step process of conducting the dismissal meeting. 3. Determine the compensation that the fictitious company may provide to the separated employee. 4. Using Microsoft Word or an equivalent such as OpenOffice, create a chart that depicts the timeline of the disbursement of the compensation. 5. Predict three (3) ways that this layoff may affect the company. 6. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting requirements: * Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Dismissal Meeting Within any company, managers must be reminded that the focus of a layoff is not on the actual individual being released, but rather on the position itself. The layoff decision is made based on the needs of the company and the position. If the individual is not fulfilling the position or if the position is no longer necessary, the...
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...THERE IS LOT BEYOND NUMBERS With the kind of grit he displayed scoring 66 runs in the CB series final against Australia, in 2007 partnering Sachin Tendulkar, one of the famous chases of India outside sub-continent, he is seen as future prospect. His profound technique is in line of comparison with some of the all-time greats. But he kept surprising people with the numbers. If you happen to miss out on action of cricket for some time and down the line few years later, if we look at Rohit’s cricketing numbers one definitely has to wonder if he is the same guy whom we expected things from. Had there been another of the same name into Indian cricket team? Have a look at the stats and there are dismal. Has two one day double hundreds to his name, the only batsman in cricketing history as of now but a batting average under 38. The cricketing experts back him, the team management backs him. With seven years of International cricket and still not a deserving place in the Indian cricket team says it all about the consistency which he displayed. Then what is that’s more enticing about his game? Is it the Lazy elegance? Is it the aura of ease that hangs in when he bats around. When we say sporting is for entertainment, we get lots of it when he bats. He is definitely not the reliable ones but as an mediocre Indian cricket fan I am looking for something lesser than winning, just entertainment LIFE COULD HAVE BEEN MUCH EASIER A three year old kid doesn’t even have a hint of idea of where...
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...[G.R. No. 183383 : April 05, 2010] ANABEL BENJAMIN AND RENATO CONSOLACION, PETITIONERS, VS. AMELLAR CORPORATION, RESPONDENT. D E C I S I O N Amellar Corporation (respondent) provides information technology services to local government units (LGUs) including computerizing their system and operations. In October 1999, respondent hired petitioner Anabel Benjamin (Anabel) who, since March 26, 2001, was the Project Data Controller of its Content Build Up (CBU) Department. The CBU Department of respondent collates and cleanses all the paper data gathered from the LGU-client which are then encoded and fed into the designed operating system. As the most senior member of the department, Anabel was its officer-in-charge. From 2002 to 2003, she administered the CBU functions of respondent's projects in Imus, Cavite and Mabini, Batangas.[1] Petitioner Renato Consolacion (Consolacion), a supervising data controller in respondent's Imus project, directly reported to Anabel.[2] By letter of March 20, 2003, the municipal assessor of Mabini, Batangas informed the manager of respondent that its real property tax administration database was not "100% complete," contrary to the report of respondent's supervising data controller Evangeline Repiano (Evangeline).[3] Melvin Tandoc (Tandoc), respondent's Technology Manager, thus sent Anabel a memorandum of March 27, 2003 reading: This is the first written complaint of such nature that we have received from our client. However...
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...| * Describe the principles of effective workforce planning and tools used to carry it out. | | | * Develop basic succession and career development plans | | | * Contribute to plans for downsizing an organisation. | | | LO5: Understand how to maximise employee retention. | * Explain the costs associated with dysfunctional employee turnover and ways of calculating them. | | | * Examine why people choose to leave or remain employed by organisations. | | | * Assess the strengths and weaknesses of different approaches to the retention of talent. | | | LO6: Know how to manage dismissal, redundancy, and retirement effectively and lawfully. | * Explain the main legal requirements in relation to dismissal, retirement, and redundancy. | | | * Advise organisations on good practice in the management of dismissals, retirements, and redundancies. | | | ASSESSMENT OUTCOME | PASS/REFER | | Students should please note that the above Assessment Outcome for this Unit is provisional and is subject to Internal EHWLC verification (IV) and external CIPD Verification (EV). Tutor: Date: Tutor’s signature: Title of report: Resource and Talent Planning Contents Introduction ...........................4 L.O. 2 ......................................4 L.O. 5 ..................................... L.O 6 ..................................... Appendix ............................. References .............
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...environment, in which each team member feels open and comfortable in expressing their ideas 2. Attend as well as participate in every team meeting 3. Encourage as well as promote each team members ideas 4. Share individual experiences as well as expectations on each lesson or activity Membership responsibility Team Leader: Will be responsible, for setting time, date and creating an agenda for all assignments to be complete in a professional and timely manner. Our team leader is Charlie Dunbar. Organizer: Will be responsible for collecting all pieces of the projects and placing them in the appropriate format. This person is also responsible for submitting documents to turnitin.com when deemed necessary, and will make each assignment available to each team member. Our team leader is Erika Bolton. Time Keeper/Recorder: Will be responsible for reminding team members of each meeting time and date. Timekeeper is responsible for keeping up with project; assignment due dates, and making sure each group member has contributed and is on task. The recorder is responsible for recording events, and all team communication. This person will be responsible for having alternative storage for the data in the event of technology failure. Our time keeper/recorder is Bryan Fulton. Interim If at any time a member is unable to attend a meeting or do their part, the interim will temporarily take on this responsibility. This role has been given to Charlie Dunbar. Team Laws ...
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...FDA RETAIL MANAGEMENT Retail Law – LO3 Jake McBride CLC ID: 106639 UW ID: 1091947288421 Table of Contents TERMS OF REFERENCE 3 FINDINGS 3 CONTRACTS OF EMPLOYMENT 3 IMPLIED AND EXPRESS TERMS IN AN EMPLOYMENT CONTRACT 4 DISMISSAL 5 UNFAIR DISMISSAL 6 ELIGIBILITY TO CLAIM UNFAIR DISMISSAL 7 WAS A FAIR PROCEDURE FOLLWED? 8 DISABILITY DISCRIMINATION 8 REMEDIES 9 UNFAIR DISMISSAL CLAIM 9 DISABILITY DISCRIMINATION 9 CONCLUSION 10 RECOMMENDATIONS 10 BIBLIOGRAPHY 11 TERMS OF REFERENCE I work as legal advisor for a national toy chain, Playtime. I am going to produce a report examining common law and statutory issues raised by a former employee who may pursue a case for constructive dismissal. I hope to advise Playtime of any action Miss Parry may take in light of her departure from the company and will give recommendations and remedies which may apply to this scenario. FINDINGS CONTRACTS OF EMPLOYMENT An employment contract, or ‘contract of employment’, is an agreement between an employer and an employee which sets out their employment rights, responsibilities and duties. These are called the ‘terms' of the contract. (DirectGov, Online, Accessed 18/12/2010) Employment contracts do not have to be in writing, they can be word of mouth. However, every employee is entitled to a written statement containing employment terms and conditions within 2 months of starting work. The statement must contain a number of relevant details such as Hours...
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...have addressed the problem so that the entire team could approach and move to the Norming Stage smoothly and harmoniously together as a team. Instead, they left Mike behind and moved on without his presence. The team at week five is now ready to present their case and is now in the Performing Stage. Mike only has some rough handwritten notes. Knowledge of the Team Development Stages should have helped Christine fix problems during the Storming Stage before moving on to the next stage clean and fresh. Part II: Problem Identification The primary problem is Mike, the secondary problem is Christine. During the first group meeting, Mike showed resistance to get together before class. Then as time went on Mike missed most of the meetings. But Mike left brief notes to Christine, which she was supposed to discuss for him at the meetings. In week three there was a cafeteria incident where Mike walked away with drama. Then on week four, Mike confides to Christine that aside from the job, the coursework, he now has girlfriend problems. On week five, Mike could not...
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...Non-Voting Members: Staff, volunteers of faith based organizations, and social service agencies working within established City of Lakeland neighborhoods shall be non-voting members. ARTICLE III – OFFICERS AND DUTIES 3.1 3.2 Officers: The NAC officers shall consist of a Chair and Vice Chair. Term of Office: Each officer shall be elected to a one (1) year term commencing in January and continuing until their successors are duly elected and installed in office. Officers may serve only one term in each office. Eligibility: Officers must be an active member of a registered neighborhood association. Nomination and Election of Officers: 1. Nomination of Officers: a) A Nominating Committee of at least three members shall be formed at the quarterly meeting prior to elections. 1.2 1.3 2.2...
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...Virtual Meetings: MIS IN ACTION 1.) WebEx offers different types of products and services for both small-medium and large businesses. WebEx is a very useful system for business. The WebEx can be used on desktop, laptop, smart phone as long as internet is acquired. You can use it to have a meeting or demonstrate a product everywhere and anytime. It also can make a sales presentation and hold a webinar or press conference. It didn’t limit by time, place or other factors. You can save time and money because you don’t have to care about finding a cozy place and also don’t need to print out the files. It helps many multinational enterprises to decrease their cost from business trip and personnel costs. 2.) WebEx does more than just meetings. WebEx can do almost anything, from holding a press conference, to demonstrating a product, making a sales presentation, conducting remote training, or even collaborating on design, name it. WebEx can do them. As they say, how you use it is only limited on your imagination. Web Conferencing allows conference participants to not only speak to and hear each other or simply just give feedback as compared to conference calls or even face-to-face meetings, but also share notes, view multimedia presentations, even work through ideas on an electronic white board. 3.) When you meet online, you remove many of the constraints that can make meetings a challenge - like getting everyone in the same place at the same time. In Web conferencing...
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...team has not started on its right foot. The purpose of the team should have been made clear since formation and members should have been informed. The team leader is not effective because clearly he does not know himself what the purpose of the team is. Without knowing the purpose of the team, the goal, then nobody knows what the next step is. 4. Meeting management techniques – using agendas, having a scribe and timekeeper are intended to make meetings more effective. In what ways could these techniques have the opposite effect? If the meeting does not take long and there are not many points to discuss, then developing an agenda, having a scribe and a timekeeper might take more time than the meeting itself. 5. If you were asked to participate in this meeting, what would you do to get the process back on track? First of all, I would find out the purpose of the team. Secondly, based on the purpose, I would find out how many team members are needed for the team and appoint them, not before asking them if they think they are qualified for the job or not. I would not start meetings without all members present (I am referring to the present case in...
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