Hr Communication

. Communication is an essential practice in order to ensure there is a mutual understanding throughout the organization about who the downsizing will affect, when it will take place, and what the overall impact to the company will be. I think a good idea to minimize the impact to the employees would be allowing them to have some input in the process. This would allow for the employees to feel as though they have some sense of control over the work environment which is especially necessary when so many changes are taking place around them during a downsize. The employees are a good source of on-the-job knowledge that managers may not have which can be invaluable even after downsizing. Furthermore, including employees in the final decision-making process can increase employee commitment, and improve the attitudes of those who survived the downsizing.

One of the most important things that I think is especially important for HR to consider when selecting employees to be laid off that it is based on equality and fairness. If not, this could add another burden to HR because they will likely be faced with claims of favoritism. Company downsizing can cause rising stress levels and increased workloads for HR departments. An even better managerial strategic approach might be proactively providing avenues for pursuing additional training and career management for both those who were laid off during the downsize, and those who remain employed with the company which can be seen as a sign of respect and encouragement on the part of the company and HR department. More than any other time, it is during periods of layoffs that HR personnel are tasked with maintaining employee morale since it may cause uncertainty for those that are not laid off about the security of their jobs which can impact productivity for the company overall.