Leadership Position Mandated Reduce Department\'s Labor Force

¶ … leadership position mandated reduce department's labor force 8%. What steps identify lay ? What staff roles regulatory requirements staffing patterns, roles assistive personnel, cross training, arriving a viable solution.

Staffing

In a context in which the managerial team at the organization has decided to downsize its staff members by 8 per cent in a respective department, the manager of the respective department plays an essential role in helping to identify the staffs to be downsized.

The process of identifying people to downsize is highly complex and it could take several forms. For instance, a principle could be implemented of firing the newest members to the team. These have the least experience within the firm and within the project and, from the standpoint of the project, they would be easier to lose than, say, an employee who had been within the project for five years and is highly familiar with it.

Assuming however that the firm were not satisfied with the measure of firing the newest employees -- or such a measure would not be applicable in the context of the firm -- then the firm will have to conduct a more thorough analysis of the situation in order to identify the people to downsize. At this specific level, it would make use of the current legislations, the roles assumed by the employees within the team, the staffing needs in the team, the skills of the staff members and so on. The following lines present the more notable stages to be completed in the downsizing process:

The objective analysis of the staffing needs in the firm, on basis such as task requirements, skills required, number of employees required to complete the jobs and so on. These data would be collected from the human resource department and they would be based on statistics.

The comparison of the data retrieved by the HR department with the actual staffing in the department. At this level, it is expected for the staffs in the department to outnumber the estimations of the HR; unless this is true, a downsizing process is not an economically sound maneuver on the part of the employer.

The identification of the people whose loss would create the littlest damage for the firm, such as people with decreased experience, decreased presence in the firm low training and so on.

At this level, it is also important to identify those employees which sot the company the most. These staffs are expected to be valuable employees, but it is necessary to construct a tradeoff balance in order to identify whether it is worth to keep these staffs in the firm.

Last, it is necessary to identify the employees which cannot be lost by the team. Based on the comparison of these three groups, the decision will be made as to who should be fired.

Checking with the available legislation in order to ensure that the decision to fire a specific employee would not fall into the category of illegal or discriminatory termination of an employment contract.