第十二章 人员流动.pptVIP

* TURNOVER Resignation/Quit （辞职） Dismissal（解雇） Layoff（临时解雇） TURNOVER 裁员风暴 朗讯 通用电气 戴姆勒·克莱斯勒 摩托罗拉 施乐 英特尔 思科 宝洁 爱立信 Delphi 北电网络 迪斯尼 爱华 大宇 康柏 1.6万 7.5万（未来2年） 2.6万（3年内） 已经裁减1.2万 5200 5000 5500至8000 9600 3300 11,500 15,000 4000(3%) 50% 6500 5000 Turnover Costs Pre-turnover costs Separation costs Vacancy costs Recruiting and new-hire processing costs Pre-turnover costs slower work pace increased absenteeism Separation costs severance pay unemployment costs litigation fees Vacancy costs lost opportunities in sales and service overtime pay for employees who pick up the slack Recruiting and new-hire processing costs the direct cost of advertisement and promotional materials, referral bonuses, relocation expenses, sign-on bonuses, background checks the wages of employees who recruit, process paperwork, conduct interviews and tours, give tests, train and conduct orientation the wages of support staff who hook up computers and phones, process identification badges Turnover Costs Managing the Effects of Layoffs on Survivors FACTORS AFFECTING SURVIVORS REACTIONS Perceived Fairness Changed Working Conditions Perceived Fairness IS THE LAYOFF JUSTIFIED? IS THE LAYOFF CONGRUENT WITH CORPORATE CULTURE? DID THE ORGANIZATION PROVIDE AMPLE ADVANCED NOTICE? IN IMPLEMENTING THE LAYOFF, HOW WELL DID THE ORGANIZATION ATTEND TO THE DETAILS? DID MANAGEMENT PROVIDE A CLEAR AND ADEQUATE EXPLANATION OF THE REASONS FOR THE LAYOFFS? WERE CUTBACKS SHARED AT HIGHER MANAGERIAL LEVELS? WHAT DECISION RULE WAS USED TO DETERMINE WHICH EMPLOYEES WOULD BE LAID OFF VERSUS CHOSEN TO REMAIN? DID THE ORGANIZATION PROVIDE TANGIBLE CARETAKING SERVICES TO HELP SOFTEN THE BLOW FOR THOSE LAID OFF? DID THE ORGANIZATION INVOLVE ITS EMPLOYEES IN THE LAYOFF DECISION PROCESS? FACTORS AFFECTING SURVIVORS REACTIONS Changed Working Conditions HOW MUCH SHOULD I WORRY ABOUT THE POSSIBILITY OF FURTHER LAYOFFS? HOW DOES MY JOB COMPARE TO THE ONE THAT I HAD BEFORE THE LAYOFFS? WHAT IS MY FUTURE HERE? WHAT ARE THE REACTIONS OF