第12章人力资源的调配与流动ppt课件

1、人力资源的调配与流动经主管部门决议而改动人员的任务岗位职务、任务单位或隶属关系的人事变动。人员调配实现组织目的人尽其才实施人力资源方案鼓励员工改善组织气氛人员调配意 义因事设人用人所长协商一致照顾差别性别、年龄、才干、气质、兴趣等人员调配原 那么任务需求调整优化照顾困难落实政策人员调配原 因德才兼备原那么时机均等原那么民主监视原那么“阶梯提升与“破格提拔相结合有方案替补和提升原那么人员职务升降原 那么人员流动Resignation/Quit 辞职Dismissal解雇Layoff暂时解雇TURNOVER 人员流动裁员风暴朗讯通用电气戴姆勒克莱斯勒摩托罗拉施乐英特尔思科宝洁爱立信Delphi北电

2、网络迪斯尼爱华大宇康柏1.6万7.5万未来2年2.6万3年内曾经裁减1.2万520050005500至80009600330011,50015,0004000(3%)50%65005000 Turnover CostsPre-turnover costsSeparation costsVacancy costsRecruiting and new-hire processing costsPre-turnover costs 离任前本钱slower work pace 任务效率降低increased absenteeism 缺勤添加Separation costs 分别本钱severance

3、pay 离任工资unemployment costs 事业本钱litigation fees 诉讼费用Vacancy costs 空缺本钱lost opportunities in sales and service 销售与效力时机的流失overtime pay for employees who pick up the slack 有关人员的加班工资Recruiting and new-hire processing costs 重新雇佣本钱the direct cost of advertisement and promotional materials, referral bonuses

4、, relocation expenses, sign-on bonuses, background checksthe wages of employees who recruit, process paperwork, conduct interviews and tours, give tests, train and conduct orientationthe wages of support staff who hook up computers and phones, process identification badges Turnover CostsManaging the

5、 Effects of Layoffs on SurvivorsFACTORS AFFECTING SURVIVORS REACTIONS影响幸存者反响的要素Perceived Fairness 公平感Changed Working Conditions 变化的任务条件Perceived FairnessIS THE LAYOFF JUSTIFIED?IS THE LAYOFF CONGRUENT WITH CORPORATE CULTURE?DID THE ORGANIZATION PROVIDE AMPLE ADVANCED NOTICE?IN IMPLEMENTING THE LAYOF

6、F, HOW WELL DID THE ORGANIZATION ATTEND TO THE DETAILS?DID MANAGEMENT PROVIDE A CLEAR AND ADEQUATE EXPLANATION OF THE REASONS FOR THE LAYOFFS?WERE CUTBACKS SHARED AT HIGHER MANAGERIAL LEVELS?WHAT DECISION RULE WAS USED TO DETERMINE WHICH EMPLOYEES WOULD BE LAID OFF VERSUS CHOSEN TO REMAIN?DID THE OR

7、GANIZATION PROVIDE TANGIBLE CARETAKING SERVICES TO HELP SOFTEN THE BLOW FOR THOSE LAID OFF?DID THE ORGANIZATION INVOLVE ITS EMPLOYEES IN THE LAYOFF DECISION PROCESS?FACTORS AFFECTING SURVIVORS REACTIONSChanged Working ConditionsHOW MUCH SHOULD I WORRY ABOUT THE POSSIBILITY OF FURTHER LAYOFFS?HOW DOE

8、S MY JOB COMPARE TO THE ONE THAT I HAD BEFORE THE LAYOFFS?WHAT IS MY FUTURE HERE?WHAT ARE THE REACTIONS OF MY FELLOW SURVIVORS?FACTORS AFFECTING SURVIVORS REACTIONSBefore the layoff, managers should:Evaluate the relationship between the layoff and corporate strategy and cultureProvide ample advanced

9、 noticeIdentify key people and solicit their commitment to the new organizationPrepare Supervisors and managers for the layoffsManaging the Effects of Layoffs on SurvivorsDuring the layoff, managers should:Give full informationProvide assistance to those laid off, including severance pay and outplac

10、ement counselingTreat victims and survivors with dignity and respectUse ceremony to facilitate the transitionManaging the Effects of Layoffs on SurvivorsAfter the layoff, managers should:Solicit employee inputDo away with unnecessary workEnrich jobs as much as possibleMake sure that survivors recogn

11、ize new opportunitiesHave survivors work at achievable goals and tasks.Publicize the rewards provided to survivors for the new behavior you wish to encourage.Make new career paths explicit.Managing the Effects of Layoffs on SurvivorsTermination InterviewPlan the interview carefully.Schedule the meet

12、ing on a day early in the weekMake sure the employee keeps the appointment time.Never inform an employee over the phone.Allow ten minutes as sufficient time for notification in the interview.Avoid Fridays, preholidays, and vacation times when possible.Use a neutral site, never your own office.Have e

13、mployee agreements, human resources file, and release announcement ( internal and external) prepared in advance.Be available at a time after notification after the interview in case questions or problems arise.Have phone numbers ready for medical or security emergencies.Get to the point.Describe the situation.Listen.Carefully review all elements of the severance package.Identify the next step.If you were a consultant to the company what could you tell me about it?