Question

One of the difficult tasks managers face is the laying off employees. This can be a difficult decision with many implications. In the scenario, imagine yourself in the role of a human resource manager for a 500-member technology company. Your directive is a permanent staff reduction of two individuals. Below is information concerning the individuals you must consider.

1. your post needs to identify the names of two individuals you will submit for a permanent lay off and the criteria you used in making your decision.
2. discuss other possible options you might suggest to meet the requirement of downsizing by two employees without resorting to layoffs.

Discuss what you will do

3. to assist the two individuals who have been let go and the remaining three employees.

You want to support team goals and objectives through fulfilling your own contributions as well as assist and support others in their contributions.

1. Donovan T., African American male, age 44. Donovan has been with you for five months and has twelve years of experience in the company in systems management. He has a degree in computer science and a master’s degree in accounting. He is a CPA. Donovan has had average evaluations over the past four years but he did save the company $200,000 on a suggestion he made to use electronic time sheets.
2. Mathew P., Caucasian male, age 30. Mathew has been with the company for eight years. Three years ago, Mathew was involved in a plane accident on the airport runway while returning from a business trip for your company. As a result of the accident, he has become disabled and is wheel-chair bound. There are rumors he is on the verge of settlement which will result in millions of dollars. His performance evaluations have been above average in the past four years. He has a bachelor’s degree in human resource management and an MBA from a top business school. Mathew specializes in training, career, and organizational development activities.
3. Gabriella S., Hispanic female, age 60. Hannah has just completed her Juris Doctorate program. She has recently passed the bar exam. She has been with your department for five years. Her evaluations have been good to above average. Two years ago, Hannah won a lawsuit against the company for discriminating against her in a promotion to a supervisory position. The water cooler talk has it that Hannah is actively pursuing another job outside the company.
4. Randy J., African American male, age 35. Randy has been employed with your company for six years, all in HRM. He has a master’s in human development. His evaluations have been above average. He is committed to getting the job done and devotes whatever it takes. He is highly motivated and will take on tasks that others shy away from, and he has been instrumental in starting up the benefits administration intranet for employees.
5. Mallorie S., Caucasian female, age 30. Mallorie has been employed with your department for two years. Her evaluations have been outstanding. Mallorie has an MBA from an Ivy League school. She has been on short term disability for the birth of her second child and is expected to return in 21 weeks

Answer 1

*As a role of a human resource manager, the directive is a permanent staff reduction of the two individuals. My job is the permanent staff reduction of two individuals It is very difficult to make me a decision any way I am suggesting the two names

a. Gabriella S, Hispanic female:

Criteria: When comparing with the other employees her evaluations have been good to average.History of a lawsuit against the company for the promotion

b.Mallorie S, Causacian female :

Criteria: According to her experience (employed with your department for two years).She has been on a short-term disability and is expected to return in 21 weeks that results in the effects of her attendance and that affects the productivity of the organization.

*Possible options or alternatives of downsizing:

Downsizing is actually is an unpleasant situation. Before laying off the employees first we have to consider how much the lay off's cost will company in the long run.

a. Exchange workers with other employers

b.Institute shorter work weeks

c.Consider a virtual office

d.Exchange with the staff who are not on the list and wish for lay off

*To assist the two individuals we can consider Mathew.P, age 30, He got a plane accident when returning from a business trip for the company. As a result of the accident he has become disabled and is wheel-chair bound. His performance evaluation is above average in the past four years.

In this present, scenario we can prevent the lay off of the first two individuals here we can consider Mathew P. For Mathew P we can choose the alternative method to prevent the lay off by considering a virtual office. thus he can work at home. Off the shelf software packages or keeps tabs can bridge the internet and thus by allowing for video-conferencing with employees.

By this way, we can prevent paying severance/Pay off, alienating employees and risking litigation, morale hit of the employees.

One of the main facts is that we can prevent the cost of recruiting and training new employees