Layoff Simulation

The reality in today’s work place is that employees are more inclined to always be on the lookout for a new and better employment opportunity if they feel that the company does not value them as an employee. In order for our company to get a better understanding on what will better control the turnover rate and what program will be the most effective. There first must be an understanding at what level of risk we currently are in, and this is accomplished by looking at two determining factors of impact and likelihood. (De Vore, 2013)

On the other hand, the success of the company is in large part due to the hard work of the staff who would lose their employment. In addition, it must be determined who would perform the work of the dismissed employees and if the company would be able to function without them. Moreover, the morale and productivity

Layoffs are tough for both the employee being laid off and the company for which he/she worked. The situation causes so much uncertainty amongst the remaining employees. The feeling among the employees is; if this happened to them this could happen to me as well. According to Johnson (n.d.), “There is a major disruption in the status quo; relationships are severed, work is redistributed with a probable increase in everyone’s

I have called this meeting because it is my duty to let you know that you has been terminated in our company. This means that you are being laid off and Human Resources will work with you to complete your transition. Here is your official Notice of Layoff. As you may know, we have done everything possible to minimize the impact of these changes on our each department, however, we still need to implement some very difficult decisions. I would like you know that this action is not easily taken, and is made after long and careful review of many options.

Skanska is a big company and offer different types of positions as well different types of compensation. For labors and carpenters Skanska offers an hourly salary and for the office employees will get pay just salary biweekly. By the end of each project each, employee will receive a percentage from the total amount of money spent in the project, but the percentages it may vary depend on the employee position. Skanska takes pride in offering a comprehensive and competitive benefits program.

The purpose of this information is to understand why employees are leaving the organisation and if there is anything the organisation can do to increase retention. It will also help to understand how the recession has effected back office functions.

Introduction: Fast serve; Incorporated is a $25 million company whose main product is direct marketing of branded sports apparel. They have recently decided to end their online retail outlet. Because of this draw down, they must also reduce their workforce. For this simulation, they must decide to layoff 3 employees out of the 5 employees in the simulation. Beside work productivity, reliability, skill sets, educational background and their employment status, Fast Serve Inc. must also make their decision based on current employment laws. (University of Phoenix, 2008)

All over the globe retaining employees is a most critical factor for the organisations. High employee turnover is more common in private sector as compared to public. In construction industry, to reduce employee turnover and to improve the productivity of an organisation, organisations have to be aware of the reasons why an employees quit the organisation?. Employee turnover can be explained as the expenses, in term of money, time, and quality of work, that an organisation bear while replacing an employee. If an organisation fails to satisfy the needs of its employees then it is obvious that the employees will look forward to fulfill their necessities. This chapter discuss the reasons why employees quit their jobs.

At a time when many companies experience a difficult economic situation, they have to cut costs by laying off workers, and worse if your employees decided to leave for other competitors. Losing a talented worker is costly and to replace your top employee’s knowledge, experience and customer relationships is not something as simple as ones might think. So why do good employees quit? Even with high wages or great benefit, employees can still depart from the company if they do not get along well with their managers. So in order to keep good employees on board, the managers play an important role in knowing and matching their workers’ needs. In what follows, I going to analyze the case study: “Why are we losing all our good people?” which is about a fictional firm called “Sambian Partners”; what's really the reasons that is driving talented people out of the company and offering some solution to help Sambian stop the talent drain.

One of the decisions made in the retrenchment scheme was to encourage early retirement of its employees. The early retirement provided with compensation package was a voluntary option for its employees who were willing to go for early retirement; the employees were not being forced to do so. From 207 employees who were given option for early retirement only 103 employees volunteered to undertake early retirement scheme provided that they received $200,000 compensation if the employees earn $3,000 monthly together with the incentives provided (Hana,

Employee turnover is the difference in the rate of employees leaving a company and new employees filling up their positions. Nowadays, it is becoming a major problem among most of the companies, especially in low paying jobs or jobs where workers are not proactive about their job. There are many aspects that play a significant role in the employee turnover rate of a particular company. Such aspects can stem from both the company as well as the employees. The employers generally give more importance to the employee turnover rate, as it is a very expensive aspect of the business.

The job market today is difficult for both employees and employers. It hurts emotionally and financially to lose a job, and it is equally painful to have to terminate someone. Both sides struggle. If you work for an organization that may be facing layoffs, being prepared helps. Below are some tips

The subsequent resignations and layoffs of employees emphasizes on the diminishing motivation among employees. This relates to Herzberg’s Dual Factor theory of motivation (introduction of job dissatisfiers) and how structural changes in organization can be a barrier to motivation.

According to Bloomberg, the retail sector is experiencing staff turnover rate of roughly 5% per month. In following the trend, Wal-Mart would lose 60% of employees on average (Mayer & Noiseux, 2015). Employees site multiple reasons for leaving voluntarily or termination due to lack of job training, and employee recognition Lieb & Lieb, 2013). Companies currently have less than stellar strategies retaining employees resulting in the high turnover rates, which affect profitability (Das, 2015).

Many companies look to salaries and benefits as the first places to cut back when looking to make changes that involve cost-saving. When this happens, it is inevitable that some employees will leave the company to seek employment elsewhere. The employees that remain, whether they stay voluntarily or because they could not find employment elsewhere, are often resentful. Motivation decreases, taking job performance along with it. Employees lose their company loyalty and may even become angry enough to purposefully sabotage the company.