Article Abstract:
The example of the UK building society, the National and Provincial Building Society, is an illustration of how organizations can survive layoffs. When the National Provincial decided to reduce its number of district managers in half, the building society was faced with appraising the competencies of managers while controlling the flow of information and maintaining the morale of the managers. The firm created a rigorous selection process for selecting the most competent managers that drew on all the personnel and management information available and that was based on four criteria: perception, performance, consensus, and consultation. The redundancy process created a two-stage communication process to communicate how and why the changes were taking place. The redundancy process used an outplacement group to handle career transition of managers made redundant.
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Article Abstract:
The UK Civil Service has changed throughout its history to meet new demands, and its personnel policies have often evolved in advance of those in the private sector. The Thatcher administration has taken a new approach to public sector management in order to reduce both public sector borrowing and trade union power. The Office of the Minister for the Civil Service is now responsible for management development, training, and equal opportunities, while the Treasury is responsible for all other personnel management issues. New measures under consideration for improving Civil Service efficiency focus on cost reduction and simplification, and also address the balance between central control and departmental autonomy. The Civil Service may eventually be operated through as many as 29 executive agencies.
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Article Abstract:
Research into the impact of downsizing on the role of human resources (HR) indicates that downsizing has exerted a positive influence on the role and positioning of the HR function. It is clear that HR professionals face a number of challenges in relation to downsizing, especially issues to do with the general well-being of employees. In the future, the key challenges for HR professionals may arise from dealing with the long-term impact of downsizing.
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