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60 Free Essays on How Downsizing Face Challenges N Retaining Staff

  1. Case Study Incident 10

    , 2011) References Bassen, N. (2008). Downsizing: An ounce of prevention versus a ton of litigation. Retrieved from Hughes Hubbard. Gross, B. (2011). Severance pay tips for small business owners. Retrieved from All Business. Leffler, K. (. (1999). Critical incidents in management. Needham...

  2. Post Merger Integration: Hard Data, Hard Truths

    t e r e v i e w. c o m Deloitte Review 82 p o s T m E R g E R I n T E g R AT I o n distribution of downsizing between the merged organizations intensifies the scope of employee-related risks; the emergence of a winner-loser mentality inevitably leads to resistance among staff who...

  3. High Turnover Ratio in Commercial Banks

    employees. STATEMENT OF THE PROBLEM It is essential for a commercial bank to understand how to retain employees and avoid high turn-over. By identifying the reason why employees resign to their job, the bank has much greater chance of retaining their employees and future leaders. The following...

  4. Metamorphosis of Tata Steel -the Challenges of Change Management

    the study is limited to literature available on web and journals. THE METAMORPHOSIS: A CHALLENGE Challenges 16. The aim of drastic reduction of the staff was to make the company more cost effective and profitable so it could compete with the global steel firms. The defining moment for...

  5. efwdvvd

    the Australian resources sector in 2009 exploring human resource (HR) managers’ perceptions of how their organizational practices and external contextual changes in industrial relations legislation present challenges for the sector and influence attraction and retention of highly skilled employees...

  6. Change Management

    major contributor to the organization's revenue and behavioural standards), was not truly required to change despite top management's assertions of urgency, engendering cynicism in the staff. These situations — and the multitude of similar ones executives regularly face — are not intractable...

  7. Organisational Behaviour

    outcomes, particularly downsizing and redeployment: “The advantage you get out of that is you can cross-train your nursing staff to work in coronary care or ICU, medical or surgical. And there’s continuity with patients as well so they get to see the same faces. By doing that of course we believe you...

  8. Effective Management of Job in Post Merger and Acquisition Scenario

    biggest challenge in leading a successful merger or acquisition, followed by making the deal generate long term value. Less skilled firms in the art of M&A also focused on talent management but failed to create the fundamental climate of ownership that recognised the value of staff. 8...

  9. Strategic Human Resource Management

    for the repiacement of this iarge and knowiedgeabie cohort of workers. This articie addresses the particuiar risks and chaiienges that organizations face in ensuring the transfer of the vaiuabie knowiedge that oider workers possess before they retire. magine you are an HR executive and there are two...

  10. Demographic, Economic & Technological Factors of Hr Planning for Airline Industry in Spore

    competitors, suppliers, buyers, substitutes and new entrants. One common denominator these elements have is the effect they have on costs. Cost is an important issue inherent in the industry. In an organization, Human Resources deal with how to manage costs specifically one that involves the staff...

  11. Hr Trends

    Canadian companies and organizations but against the world. Highly skilled, talented, or experienced workers will have their pick of employers and retaining this group will require an equally skilled and resourceful HR team. Retaining Older Workers A subset of the retention challenge is how to keep...

  12. Leadership Amd Acquiring Talent

    successful without leaders who possess the requisite skills of self- awareness, vision, communication, and authenticity amongst others. The challenge will be whether leaders can recognize and acquire the competencies needed to manage and lead their talent base in order to remain competitive in...

  13. Global Communications Stakeholder Perspectives and Ethical Dilemmas

    for new products and services. Global Communications needs educational awareness of cross-cultural communication and language barriers. The staff should also be educated on what the company expects of its employers and interpretation of work related concepts used in the daily operation of the...

  14. Issue and Opportunity Identification

    has resulted in a loss of profit for the company and its shareholders. To adapt to an ever changing business environment, GC is faced with tough challenges ahead and managerial decisions that will ultimately have an impact on employee its relations. The company has an opportunity to turn profits around...

  15. jeje

    . Changing values and attitudes typically create new challenges for the HR manager, for example: how to handle dual career couples in an interstate or international transfer; whether benefits coverage should be extended to the partners of gay employees; what to do about smoking in the workplace; and...

  16. A New Mandate for Human Resources by Dave Ulrich

    . 130 harvard business review January – February 1998 a n ew m a n dat e f o r h u m a n r e s o u r c e s C hange Begins by A sking Who, Why, What, and How HR staff at GE used this change model to guide a transformation process at the company. Key Success Factors for Change...

  17. Hr - Downsizing

    organization is a challenge and an opportunity. Keeping the best people, once found, is easy if management does the right things right. Selecting and retaining top notch staff is key for business success. Talented people who continue to develop skills and increase their value to organization and to...

  18. Managing Human Capital

    , face currently globally and locally. At the same time I would like to share my views on the gap between CTM’s HR Agenda against the Employees’ Expectation (People Agenda) with the challenges in aligning both. Finally, at the end of this session, our intention is to look into the topic I believe is the...

  19. The Changing Roles of Human Resource Management

    themes: the HR department’s role in management training; improving the quality of the culture of the organization; and increasing employee satisfaction and productivity. If the challenges that HR departments face is not altered, the existence of those departments has a great likelihood of becoming...

  20. Employee Perceptions

    organizational change involving proposed work force redesign, downsizing and a physical move to a new hospital. Design/methodology/approach – Participants included executives, supervisory and non-supervisory staff in a major tertiary hospital. Recorded in-depth interviews were conducted with 61...

  21. Talent Management, Work-Life Balance and Retention Strategies

    keeping them as well ( Michaels et al., 2002). As the global markets shift, companies face more competition and sometimes unanticipated occurrences. Therefore, the need to have calculated ways of attracting, developing and retaining workers becomes paramount (McCauley & Wakefield, 2006). As maintained...

  22. Human Resource Management in Practice

    product of what each person brings into the organization and how they connect with existing staff. Therefore, rather than work roles being planned and fixed, they become indefinite. It is more likely that jobs will develop around individuals rather than the reverse. Therefore, as well as impacting on...

  23. Roaring Dragon Hotel

    of the downsizing was ‘to release about sixty workers per week from the beginning of November’. Fortune said ‘it would be done as quietly as possible with a few from each department being made redundant each week’. A few existing staff had been told their positions were secure. Although there...

  24. Communication Benchmarking

    Situational analysis. A situational analysis includes “six key areas: product, target market, distribution, competitors, financial and other issues” (How to Write, 2009, p. 3). Global’s primary product is providing telecommunications services, and the company has decided to expand services in order to...

  25. Managing Innovation

    Management Practice, Arthur D. Little Inc. ‘Innovation has always been a challenge, but never more so nowadays in these turbulent times. This second edition of Managing Innovation helps address the practicalities of the challenge and places them firmly in today’s new environment, where technology is changing...

  26. Business Valuation Report

    of company stock are as follows: (Officers Names and % Ownership Deleted) The company employs approximately (Number Deleted) full time staff including a sales staff of (Number Deleted). Types of Facilities - The Subject Company occupies two adjacent buildings which are a mix of office space and industrial...

  27. Enterprise Risk Mangement

    issue involves what approach management takes when first considering how to implement the framework throughout the organization. An entity’s size, complexity, industry, culture, management style, and other attributes will affect how the framework’s concepts and principles are most effectively and efficiently...

  28. Global Communications

    facing many challenges, many of who are detrimental to the company. This paper explores how the organization plans to tackles the financial, shareholder, and employee troubles that it presently faces and suggests solutions to the internal communication challenges that exist. All of these challenges and solutions...

  29. Strategy

    , welltrained people. How do you increase the probability that radical, new, wealth-creating ideas will emerge in your organization? Certainly not by indiscriminate downsizing of your workforce or by trying to imitate the best practices of other companies. Rather, a key task for leaders is to create an...

  30. Human Resources Management for Chopra Center

    training and development is always a major role of HRD of the Center. Different kinds of professional development program are offer for internal staff throughout the year. It serves as a part of succession planning to help an employee be eligible for a planned change in role in the organization. It...