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Employee Surplus

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Employee Surplus

Agenda
 Introduction
 Problem
 Alternatives
 Implementation
 Timeline
Problem
 Decrease in sales revenue
 Abundance of qualified employee
Possible Solutions
 Reduce Hours
 Hiring Freeze
 Voluntary Separation
 Reduction in Force (RIF)
Reduce Work Hours- Pros
 Reduces labor cost
 Able to retain all qualified employees
 Easy to introduce
Reduce Work Hours- Con
 May reduce employee motivation
 Skilled employees may leave company
 Lowers productivity
Hiring Freeze - Pros
 Encourages personal skill building
 Protects current employees from layoffs
 No additional company expense
Hiring Freeze - Cons
 Reduces possible future productivity
 Reluctant employees lack of enthusiasm
 Does not reduce compensation cost
Voluntary Separation- Pros
 Attractive separation package
 Reduces long term payroll cost
 Less disgruntled employees
 Minimize legal risk
Voluntary Separation- Cons
 Increased short term cost
 Qualified employees may leave
 Must fill vacant positions
RIF - Pros
 Reduces long term employee cost
 Able to focus on most profitable line of business
 Reduces short term payroll cost
RIF - Cons
 Bad publication
 Does not increase revenue
 Possible legal risk
Best Solution - Combination
 Step One – Implement hiring freeze
 Step Two – Offer voluntary separation
 Step Three – Downsize (if necessary)
Month One - Preparation Determine the desired number of employees needed to reduce to increase sales revenue

Month Two – Preparation
 Prepare internal communication strategy
 How to introduce staff cuts in a positive way.
Month Three
 Develop program to address the mental health of remaining employees
 Ways to retain remaining employees
 Reassure job security of remaining employees
 Address possible disgruntle concerns

Month Four
 Initiate hiring freeze
Months Five - Seven
 Introduce voluntary separation scheme to employees with a target of 90% acceptance.
Month 8
 Prepare organization for restructuring of current responsibilities
 Fill critical vacancies
Month Nine – Eleven
 Monitor Sales Revenue
 Survey employee productivity
 Adjust workflow
Month Twelve
 If desired target is still unmet, begin research RIF process.
Year One
 Run company with new organizational structure.
 Questions
 Comments
 Suggestions
References
 Alevras, Joan. Frigeri, Arnold. September (1987). Picking up the pieces after downsizing. Training and Development Journal, 41, pp.29-31.
 Amabile, Teresa M. (1988). A Model of Creativity and Innovation in Organizations. Research in Organizational Behavior, 101, pp. 123-167.
 Amundson, Norman E.; Borgen, William A., Jordan, Sharalyn, & Erlebach, Anne C (2004), Survivors of Downsisizing: Helpful and Hindering Experience, Career Development Quarterly, 52(3), 256-271.
 Armstrong-Stassen, Marjorie. (1994). Coping with transition: A study of layoff survivors. Journal of Organizational Behavior, 15, pp.597-621.
 Berl, Patricia Scallan. (2005). Mature Teachers Matter. Exchange: The Early Childhood. Leaders' Magazine, 65
 Brockner, J., Grover, S.L., and Blonder, M.D. (1988). Predictors of survivors’ job involvement following layoffs: A field study. Journal of Applied Psychology, 73, pp.436-442.
 Brockner, J., Grover, S.L., Reed, T., and Dewitt, R. (1992). Layoffs, job insecurity, and survivors’ work effort; evidence of an inverted-U relationship. Academy of Management Journal, 35, 2, pp.413-425.
 Hansen, Don R., & Mowen, Maryanne M. (2003). Management Accounting, SouthWestern Publishing, Ohio
 Lesikar, R., Flatley, M., and Lentz, K. (2011). Business Communication: Connecting in a Digital World (12th ed). New York: McGraw-Hill.
 Lovell, Jonathan B.; Keefe, Janice A. (1992). Right Size, Right Way: Smith College's Successful Voluntary Separation Plan. Business Officer, 25, 12, pp28-37
 Harris, Brewster & Sparrow. 2003. ‘International Human Resource Management, CIPD.
 U.S. Bureau of Labor Statistics. (2010). Hires and separation rates, government and private industry, June 2010. Retrieved from http://www.bls.gov/opub/ted/2010/ted_20100816.htm

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