Research Korner: Employee Performance

A Study On Employees Under Downsizing In Affecting The Work Efficiency And Morale

A STUDY OF DOWNSIZING AND HOW IT AFFECTS THE WORK EFFICIENCY OF EMPLOYEES         Due to the effect of worldwide economic meltdown and inflation most countries all around the world and their business organizations is downsizing or have plans about downsizing their employees to be able to cut cost the overhead so that they can survive the challenges of the economy. They usually resort in to agency hiring rather than direct hiring so that they can easily eliminate employees, they may also transfer employees from different position or branch, they can also directly dismiss massive employees or give them early retirement and forcible layoff. Depending on countries but some of this work practice is definitely illegal or unfair to their employees however because of the present conditions they may need to admit that their position is getting out of hand or loose the entire business that can even affect the entire workforce.       As early as in mid 90’s of every types of business all around the world the effect of downsizing and mass layoff has been staggering. Even the multi national companies including fortune 500 corporations participate in this trend because they believe in reduced cost and more productivity and bigger profits can be achieved and employees are in their control this is somehow possible in an organization and the direct impact goes to the employees who have been dismissed. An organization who gone through employees downsizing is definitely morally hampered in its existence and the work efficiency of employees who are left maybe somehow, some way they have a feeling of deprivation and degradation of what suppose to be their future in the company is a big question and they may also feel that their position is in danger if the economic trend will continue to worsen.       The natural effect of downsizing as pressured by most organizations is survival or maintenance, if they are lucky then they may have economic recovery but according to studies of Cameron and Freeman in 1994 in US from 1986 to 1991 only 46% of organizations have accomplished their goal of reducing their expenses while only 32% increased in profit, 22% increase in productivity while only 17% reduction of bureaucracy this means that they have not actually reach their goal in downsizing although downsizing is a natural answer to a dying organization. The real effect of downsizing to their workforce that’s been left is naturally doubts and fear or exaggeration and rebellion in the workplace. Employees are also obliged to perform the duties and responsibilities of those who are terminated and therefore their works may overload and the employees may have a negative response in this situation.       According to studies of Henkoff in 1990 and Baumohl in 1993 that 74% of managers believed that downsizing makes their company suffered in productivity, even an article in Time Magazine during those years have agreed that it is a dumbsizing not downsizing. Although organizations is positive about their approach and they may also give a considerable attention to their employees who have remain in their respective positions but still researchers shows that downsizing creates job insecurity to workers knowing that they are unsure about the conditions, they may also experience anger and hatred due to the sudden changes in their position and work environment, the loyalty and commitment may also deteriorate in a certain time. They make seek other opportunities from other organizations for more security, the trust and confidence of workers is also hampered while some workers may even create unionization, strikes and rallies to condemn their companies to seek fairness and accusation hoping that they can gain more even if they expect the worst.       There are also employees who should have remain in the organizations but they resist their employment in support to their co-employees and to the industry so they resigned from their position or they are also dismissed so they do not affect others. The emotional and physical weakening of employees who have gone through downsizing is not always negative there are also employees who may feel relief and thankful that they still have jobs, sometimes there are also employees who may feel secured that they can take the position of others or they have now the opportunities to be promoted. But definitely the worst devastation and sudden impact is felt from the personnel who have been dismissed especially the old folks in their forty’s above they may find it hard to seek employment and opportunities. No matter how the government and intervention of law the hidden danger or bankruptcy can happen in an organizations so employees must need to prepare its consequence.

A Study On Employees Under Downsizing In Affecting The Work Efficiency And Morale

A STUDY OF DOWNSIZING AND HOW IT AFFECTS THE WORK EFFICIENCY OF EMPLOYEES Due to the effect of worldwide economic meltdown and...

HUMAN RESOURCE TRAINING AND DEVELOPMENT

HUMAN RESOURCE TRAINING AND DEVELOPMENT         Employee’s Training and Development is a part of Human Resource Management (HRM) function and their objective is basically the effectiveness of their people in the workplace because they believe that they are the natural assets of the company and their effectiveness is largely perceived as a success to the company. Employees also need to be highly motivated so they work naturally and be progressive. Company and Human Resource Management may continue to monitor their people to further develop various skills needed for them to perform well like for example the Information and Communication Technology which is constantly changing. Training and Development may prepare employees to learn new things and objectives. They may also need to fill in the gap of the skills needed in the changing phases of business and international trading most basically known as globalized community or simply globalization.       Another primary reason for training and development is to appraise employees about their personality and their standing so that the company can identify potential leaders who can take part in the participation if there is a need for promotion, a highly trained employee’s is easily singled out because of their performance. Training and Development can enhance the employee’s performance to establish their own goal and be successful in the workplace; they have something to look forward to so they can understand their worth and their importance to the company and basically employees may also realize their potential to grow through training and development. The harmonious relationship between employees to employer relationship can also be developed and conflicts between them can also be prevented.       There are also times that employees training are important to prepare them for company’s growth and expansion opportunities. Company will realize that they need to grow by adding new branches or offices that is why training and development of people prepared them as they expand. Training and development may also vary according to the needs of the company but basically it can fall in the following categories; Job satisfaction and increase in production can be expected, the ability to adopt new learning attitude of employees through research and innovation, eliminating various types of problems including employees misconduct, absenteeism, morality and their confidence is uplifted. it can also reduce certain types of future problem and risk.         There are also times that training and development do not come in time or this process is not always effective that may even hinder their growth potentials. For instance pocketbell paging company has trained hundreds of employees in handling customer service during the 1980’s to 1990’s that they have been doing well for a decades and they have continued to develop them to become the best people but they have not considered the changing role of technology that sooner they have been replaced with the cell phone phenomenon. What happened to their business and to their employees? Most of them have gone out because they have not diversified earlier in such business and they have not prepared their employees through changes.       What error they have made is simply the training and development may not be adequate in the present times. The changing phase of economy, politics, society and technology including legal and environmental issues are very important in business these are almost always the best determinants to forecast the future trends. Typewriter, Camera, Computers, landline phone and other businesses are continuously changing that is why businesses and their people also need to change as well as the training and development needed to adopt to such culture and existence. Companies must always be observant to predict such marketing trends.       Training and Development have both benefited the employees for their personal and economic growth as well as the business and their objectives are both met if they have provided the most significant part. This means that employees can individually increased their knowledge that they can use in their life even outside of the company, the skills that they have mastered is a lifelong talent that has been inculcated in their mind they can even decide to harness the advantages they have learned from the company and most importantly employees are open to various opportunities including promotion, increase of salary and wages business opportunities etc.       On the other hand the company themselves can gain the real benefit in training and development through increase in their production output and basically gain more customers and sales through their effort to train their people. Another benefit to the company of training and development of employees is that they can be prepared in the competition just like a good salesman who knows the benefit of their products and services who can present their company to their customers most likely to gain the confidence of many customers and therefore an advantage in their revenue. The image of the company will gain their strength in the eyes of the buying public and most importantly the company will also grow as their employees grow.

HUMAN RESOURCE TRAINING AND DEVELOPMENT

HUMAN RESOURCE TRAINING AND DEVELOPMENT Employee’s Training and Development is a part of Human Resource Management (HRM) fun...