刚性裁员 柔性管理(外国英语资料).docVIP

刚性裁员 柔性管理 About layoffs, the most recent domestic association is the most noticeable. In March 11th this year, Lenovo structural layoffs of more than 500 people, the whole process of layoffs in one day, which is called fast track. This is also the second most influential private enterprises in China in three years of large-scale layoffs. From the tremendous internal and external reactions caused by the Lenovo layoffs, we can dig out many problems hidden behind the downsizing. These problems include both the procedures and methods in the process of downsizing and the deep-seated problems hidden behind the downsizing. First, whether or not to reduce layoffs? Layoffs, refers to the employer based on enterprise human resources demand, the employment contract with employees will unilaterally terminate the way, cut off not to adapt to the development of enterprises or the relative surplus of employees, termination of employment behavior. Downsizing is a rational human resource withdrawal behavior, which is one of the measures taken by an enterprise or an organization in order to maintain the sustainable growth and development of the enterprise. In fact, downsizing is a relatively rigid way to quit personnel, and it will increase the management costs of enterprises to a certain extent. For example, the Lenovo layoffs, its comments and the dissatisfaction of the dismissed employees will affect the image and operation of the enterprise to some extent. So, is it necessary to pay for this cost? First of all, from a global perspective, IT industry layoffs is an inevitable trend, this trend with the global wave of mergers and acquisitions, innovation tide, flat organization, organization staff streamlined wave tide is consistent. In this change, with the adjustment of enterprise strategy and the change of organizational structure, it will inevitably cause the adjustment of human resources and structure, resulting in downsizing. Lenovos downsizing is a structural downsizing that