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 ...view middle of the document...
Recruitment if either others quit due to feeling that the downsizing was unfair, or if production increases and the company needs to increase workforce recruitment maybe tough. People within the community may look at the fact that people were let go and wonder if that is going to happen to them if they start to work there and the company isn’t making the money they want to make. So they may not want to work there, so recruiting new employees may be hard.
Selection this can be affected not only when hiring but when the downsizing takes place. You are going to have to figure out who you are going to let go and how the union is going to respond. If it is worth trying to let go the union employees or just let go those that are not protected by the union.
Much of the human resource development where covered above, there will be extra training needed when filling the jobs that the employees that were let go have done. You will need to retrain or do new training for the employees that still remain regarding the jobs positions that are not created by the downsizing.
The development of the training program this needs to go beyond just what people typically think. You are having to develop new training material for employees that may not have ever done some of the jobs that are now created due to the downsizing.
Much of the other aspects will change and be affected by the way you develop the training process. Just like reviews and analysis of jobs will change due to the downsize people are going to typically have more than one job.
Compensation will be affected by the downsize just because you go rid of 30% of the work force does not mean that you are making that much more. I read in an article put out about downsizing that stated that if you got rid of 7.7% of your workforce that you would only actually save 1.1%. This is because not only are you not paying that 7.7% but you now have to increase pay and how much you are paying out due to overtime (Uhlig, D.2015, January,11).
Safety and Health function of the HR manager will be affected in the fact that there is going to have to be new training done on safety on certain machines that some of the employees have not used.
As far has employee and labor relations being affected employees that did stay and did make it past the downsize may be afraid of not doing their job properly so they will try hard in some cases. Some cases those in employees that made the cut may get over worked and then their productions and...