1. How might each HR function be affected by the reduction in force? Remember that all employees at IFP are not members of the union.
Some of the functions that are going to be affected by the reduction in force is staffing which includes: job analysis, the planning regarding the downsizing, recruitment, and selection. Human resource development, which includes: training, development, career planning, career development, organization development, performance development, and performance appraisal. Compensations which includes: direct financial compensation, indirect financial compensation (benefits) and nonfinancial compensation. Safety and Health are going to be affected, and employee and labor relations.
Staffing is going to be greatly affected at the fact that he is being forced to let 30% of the workforce go. Yes it typically starts from the lowest seniority up, however with some of the employees being union members it makes it harder to let go of those employees because the union will fight for them. That can cost the company a lot of money, there might lead to strikes with the union works. If that does happen you can threaten the employees that are not union members that if they participate in the strike they could lose their job regardless of seniority. However, going that route will give people a bad taste in their mouth regarding the company.
With the downsize there is going to have to be job analysis’s done due to people having to learn new jobs or move around to fill the void of those that were let go. So the HR manager is going to have to look at what employees know and what they do and see where he can put people to fill the voids.
Human resource planning is going to be affected in the since that he will have to look at the internal supply of employees and find and anticipate what jobs are going to be need to be filled with the employees that were