Employee management is the most crucial aspect of an organization’s operations support process. When you connect and collaborate with an HR operations workflow that ensures the incredible delivery of employee benefits and core engagement, it becomes feasibly easy for you to manage.
Of the different types of employee management features, an important task relates to the layoff concept and its practical applications. Laying off your existing resources is no easy task. You should ensure the promise of an empowering HR division to promote obvious support for employee-related functions. The same applies to layoffs as well.
This article explores the practical points related to the deployment of layoffs in an organization. It helps you learn more about the various tips and techniques for you to adopt while promoting the concept. You can discover the types of employee layoffs, the reasons behind them, and how to handle the whole thing effortlessly.
The post showcases certain factors that you should consider while managing layoffs in your organization. You can also go for an essential model that works with digital technology practices to ensure layoff in HR at your firm.
Concept of Layoff in HR
In simple terms, the promising concept of layoffs can help you grow in the HR management domain. It owes to the fact that layoff in HR stems from organizational needs and requirements in the core operations sector. As you would have guessed, a layoff involves the loss of the job position of an employee from the organization.
However, the loss of job role is way different from regular termination procedures. Here, the termination of the employee by an employer may be voluntary or involuntary. You can do this for a temporary period or the longer term. Various causes can be attributed to the employee termination process under the layoff category.
A layoff could mostly arise from finance-related reasons or budgetary constraints of the company. More often than not, employee performance may not be a deciding factor in this concept. However, the segment can prove as a supplementary contributing factor to the cause.
Layoffs have usually been confused with other terms related to employee termination in an organization. The whole process of a layoff is a trying time for both organizations and employees. In the case of the company, their business model will have to recover from the reasons that led to the layoff implementation. As for the employees, the challenge is to get their professional careers back on track.
Reasons for Layoffs in Companies
You cannot compromise on conducting employee layoffs if it benefits the organization in the bigger picture. 1.5 million workers may be laid off monthly, according to studies.
When you are driven to execute employee layoffs in your organization, the reasons can range from business changes to distress calls. The top reasons that cause layoffs in your organization can be listed as follows:
Financial reasons
An important aspect of a company’s positioning relies on its finance domain. Losing financial acumen and efficiency is the most prominent cause of layoffs in HR divisions of organizations.
Company mergers and acquisitions
When your company merges with another firm or goes through a corporate-level acquisition program, it could cause issues with your business model. The impact may be felt in the area of layoffs also.
Technology changes
If you can work with an essential process in the domain of technology integrations and innovative processes, it will boost the entire quality of your HR process. A tarnish in this model could contribute to employee layoffs.
Company changes
Your company may be facing certain fresh changes like plant or unit relocation, personnel change, business restructuring, etc. All these factors could contribute to layoffs in HR.
Influence of factors
Various internal and external factors could cause you to consider laying off your employees. It could be social, political, economic, or related to features like mass layoffs.
Personal decisions
Different personal decisions could become a factor in the introduction of employee layoffs. These problems could be due to the decision-making and thought process on the part of the company representatives.
Tips and Techniques to Follow Regarding Employee Layoffs
The process of implementing employee layoffs is not an easy task for you to consider. However, an important factor for you to note in this case is the effective handling of the entire process with optimized tips and techniques. Take a look at the list of hacks below:
Understanding the need
There should be a well-defined understanding of the need for implementing layoffs in your organization. It should be conducted feasibly and in association with the welfare of the business model.
Explore all alternatives
A layoff in HR should not be applied directly without proper planning or support. You should consider all different alternatives before proceeding with this specific layoff management step.
The process of notification
Real-time and live notifications should be available for the perusal of your employees. It can help them prepare for the layoff process with immediate effect.
Careful planning
An important step to boost your layoff process is the planning procedure. It helps you stay on top of the process from the brainstorming stage to the final deployment phase.
Protect the business branding
The deployment of an employee layoff should not mess with the adoption of business branding solutions and services. You should maintain the proficiency and optimized condition of your market positioning at all times.
Balance of personal and professional values
Your layoff process is incomplete if it doesn’t balance the different personal factors and professional attributes concerning the employees. Qualification, skills, dedication, attitude, and behavior at the workplace are all a part of this.
Avoid conflict
When you conduct employee layoff, it should be in a manner that avoids organizational conflict from all sides. The entire process should be handled by the HR team smoothly.
Exploring the HR Handling of Resource Layoffs
When you deal with layoffs as an HR personnel, the ideal objective should be to handle the entire process effectively. The top points that can enable this particular workflow model for your business are as follows:
- A resilient employee engagement model should be the founding stone of your core HR functions. It can ensure you capably manage the entire process.
- Candid and transparent communication should be practiced on the part of the HR team. It helps you to grow in the process with ease.
- A defined follow-up model should be part of the core HR services that take care of the layoff in companies.
- Intangible values related to respect, integrity, trust, etc., should be a part of your work culture. It can help you explain various alternatives for your direct HR operations.
- Adequate support should be provided to your employees while laying them off from different tasks and activities.
- The HR department should be aware of all legal and compliance requirements related to the layoff process. The concerned personnel should reflect on a hassle-free process with ease.
- Consistent evaluation and recorded workflow of the layoff process could help an HR model to thrive in the sector.
Layoff Criteria for You to Consider
When you decide to proceed with the HR management process related to layoffs, there are certain defined criteria that you should give weightage to from an organizational perspective. Check them out below:
Versatility in jobs
One parameter of significant importance is the versatility and professionalism of your employees. If an employee is well-versed in their job, then it is better to hold off on the layoff execution.
Educational qualifications
You can give weightage to the core educational qualification and skill-based training of the employee.
Experience level
The level of experience that an employee possesses in a workflow model should be a major factor in the analysis of resource layoffs.
Workplace interactions
When a dismissal plan is in effect, the promising roles and responsibilities of an employee should be considered. Their workplace interactions rank highly in this regard.
Productivity and performance
For conducting a layoff in HR teams, an employee’s productivity potential and performance output are factors of high relevance.
Practical Points Related to Layoffs
As a rule of thumb, employee layoffs in a firm strictly correspond to certain parameters and practicalities in the organization’s core HR division. A few of the default practical points that you should consider while executing layoffs are:
Acknowledging the challenges
An organizational model may pose dozens of challenges when it comes to employee discharge implementation. The primary objective is for you to acknowledge these challenges first.
Removing bias and prejudice
We all might be experiencing prejudices and biases (at least unconscious) at some point in our careers and lives. It is important not to mix them up in the layoff process of the organization.
Continued support
Layoffs are a time of distress for your employees. Studies show that nearly 50% of your workforce might be facing issues related to layoff anxiety. It is important to stand by them and provide support during the process, as they are not the ones to be blamed. Your supporting hands should extend to the staff members who are not laid off.
Future initiatives
The layoff shouldn’t be the end of any business model function. It should help the company progress by choosing authentic future initiatives.
Connection with other practices & processes
Employee layoff is not an independent HR task in an organization. It should be in connection with other operational processes and practices of the company.
Does Artify 360 Help You Manage Layoffs in HR?
The promising roles and responsibilities of a digital technology model or innovative automation platform can help you leverage layoff management with ease. The integration of a product such as Artify 360 cloud HR software to your operations management division is capable of thoroughly implementing this process.
Artify is one of the most obvious HR software systems that can create a thorough employee management model. This attribute of the platform extends to different processes and functions, like a layoff in HR. If you want to know more about the scope and potential of the platform, feel free to connect with us.
We have a dedicated and proven HR payroll software system that will help you stay on top of your layoff requirements. Wishing you all the best in dealing with the layoff process efficiently and sensibly.
