资源描述
人力资源的,调,调配与流动,经主管部门,决,决定而改变,人,人员的工作,岗,岗位职务、,工,工作单位或,隶,隶属关系的,人,人事变动。,人员调配,实现组织目,标,标,人尽其才,实施人力资,源,源计划,激励员工,改善组织气,氛,氛,人员调配,意 义,因事设人,用人所长,协商一致,照顾差异（,性,性别、年龄,、,、能力、气,质,质、兴趣等,）,）,人员调配,原 则,工作需要,调整优化,照顾困难,落实政策,人,员,员,调,调,配,配,原,因,因,德,才,才,兼,兼,备,备,原,原,则,则,机,会,会,均,均,等,等,原,原,则,则,民,主,主,监,“阶梯晋升”与“破格提拔”相结合,有计划替补和晋升原则,人,员,员,职,职,务,务,升,升,降,降,原,则,则,人,员,员,流,流,动,动,Resignation/Quit,（,辞,职,职,）,Dismissal,（,解,雇,雇,）,Layoff,（,（,临,时,时,解,解,雇,雇,）,TURNOVER,人,员,员,流,流,动,动,裁,员,员,风,风,暴,暴,朗,讯,讯,通,用,用,电,电,气,气,戴,姆,姆,勒,勒,克,克,莱,莱,斯,斯,勒,勒,摩,托,托,罗,罗,拉,拉,施,乐,乐,英,特,特,尔,尔,思,科,科,宝,洁,洁,爱,立,立,信,信,Delphi,北,电,电,网,网,络,络,迪,斯,斯,尼,尼,爱,华,华,大,宇,宇,康,柏,柏,1.6,万,7.5,万,（,未,来,来,2,年,）,2.6,万,（3,年,内,内,）,已,经,经,裁,裁,减,减,1.2,万,5200,5000,5500,至,8000,9600,3300,11,500,15,000,4000(3%),50%,6500,5000,TurnoverCosts,Pre-turnovercosts,Separationcosts,Vacancycosts,Recruitingandnew-hireprocessingcosts,Pre-turnovercosts,离,离,职,职,前,前,成,成,本,本,slowerworkpace,工,工,作,作,效,效,率,率,降,降,低,低,increasedabsenteeism,缺,缺,勤,勤,增,增,加,加,Separationcosts,分,分,离,离,成,成,本,本,severancepay,离,离,职,职,工,工,资,资,unemploymentcosts,事,事,业,业,成,成,本,本,litigationfees,诉,诉,讼,讼,费,费,用,用,Vacancycosts,空,空,缺,缺,成,成,本,本,lostopportunitiesinsalesandservice,销,销,售,售,与,与,服,服,务,务,机,机,会,会,的,的,流,流,失,失,overtimepayforemployeeswhopickuptheslack,有,有,关,关,人,人,员,员,的,的,加,加,班,班,工,工,资,资,Recruitingandnew-hireprocessingcosts,重,重,新,新,雇,雇,佣,佣,成,成,本,本,thedirectcostofadvertisementandpromotionalmaterials,referralbonuses,relocationexpenses,sign-onbonuses,backgroundchecks,thewagesofemployeeswhorecruit,processpaperwork,conductinterviewsandtours,givetests,trainandconductorientation,thewagesofsupportstaffwhohookupcomputersandphones,processidentificationbadges,TurnoverCosts,ManagingtheEffectsofLayoffsonSurvivors,FACTORSAFFECTINGSURVIVORSREACTIONS,影响,幸,幸存,者,者反,应,应的,因,因素,PerceivedFairness,公,公,平,平感,ChangedWorkingConditions 变,化,化的工作,条,条件,Perceived Fairness,IS THE LAYOFF JUSTIFIED?,IS THE LAYOFF CONGRUENTWITHCORPORATE CULTURE?,DIDTHEORGANIZATIONPROVIDEAMPLE ADVANCEDNOTICE?,IN IMPLEMENTINGTHELAYOFF,HOWWELLDIDTHEORGANIZATION ATTENDTOTHEDETAILS?,DIDMANAGEMENT PROVIDE ACLEAR AND ADEQUATEEXPLANATIONOF THE REASONS FOR THE LAYOFFS?,WERECUTBACKS SHAREDATHIGHER MANAGERIAL LEVELS?,WHATDECISION RULE WAS USEDTO DETERMINEWHICH EMPLOYEESWOULD BE LAID OFF VERSUS CHOSENTOREMAIN?,DIDTHEORGANIZATIONPROVIDETANGIBLE CARETAKINGSERVICES TOHELP SOFTENTHEBLOW FOR THOSELAIDOFF?,DIDTHEORGANIZATIONINVOLVEITSEMPLOYEES IN THE LAYOFFDECISION PROCESS?,FACTORSAFFECTING SURVIVORSREACTIONS,ChangedWorkingConditions,HOWMUCHSHOULDI WORRYABOUT THE POSSIBILITY OFFURTHERLAYOFFS?,HOWDOESMYJOBCOMPARETO THE ONE THATI HAD BEFORETHELAYOFFS?,WHATISMY FUTURE HERE?,WHATARETHEREACTIONS OF MYFELLOWSURVIVORS?,FACTORSAFFECTING SURVIVORSREACTIONS,Before the layoff,managersshould:,Evaluatetherelationship between the layoffandcorporate strategyandculture,Provideample advanced notice,Identifykeypeopleandsolicittheir commitmenttotheneworganization,PrepareSupervisorsandmanagersforthelayoffs,ManagingtheEffectsofLayoffson Survivors,During the layoff,managersshould:,Givefull information,Provideassistance to thoselaidoff,includingseverance pay and outplacement counseling,Treatvictims andsurvivorswithdignity andrespect,Useceremonytofacilitatethetransition,ManagingtheEffectsofLayoffs on Survivors,Afterthelayoff,managersshould:,Solicit employee input,Do away with unnecessarywork,Enrich jobs asmuchas possible,Makesurethatsurvivorsrecognizenew opportunities,Havesurvivorsworkat achievablegoals andtasks.,Publicizethe rewards providedto survivors for the newbehavioryou wish to encourage.,Makenew careerpaths explicit.,Managing the Effectsof Layoffs onSurvivors,TerminationInterview,Plantheinterviewcarefully.,Schedulethemeetingonadayearlyintheweek,Makesuretheemployeekeepstheappointmenttime.,Neverinformanemployeeoverthephone.,Allowtenminutesassufficienttimefornotificationintheinterview.,AvoidFridays,preholidays,andvacationtimeswhenpossible.,Useaneutralsite,neveryourownoffice.,Haveemployeeagreements,humanresourcesfile,andreleaseannouncement(internalandexternal)preparedinadvance.,Beavailableatatimeafternotificationaftertheinterviewincasequestionsorproblemsarise.,Havephonenumbersreadyformedicalorsecurityemergencies.,Gettothepoint.,Describethesituation.,Listen.,Carefullyreviewallelementsoftheseverancepackage.,Identifythenextstep.,Ifyouwereaconsultanttothecompanywhatcouldyoutellmeaboutit?,Whatdidyoulikemostaboutworkinghere?,Whatdidyoulikeleast?,Whatcanwedotomakethisabetterplace?,Whatkindofjobareyougoingto?(whichmighttellyouaboutacompetitorsplans).,TerminationInterview,
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