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HR 的角色在管理变化 - 小型化 ;The Realities of Change;CHANGE;Many Restructuring Events Don’t Result In Substantial Gains for the Organization;Change Theory;Change Theory;People Require Time And Sensitivity To Accept Change; Organization Respond Following An Effective Change Sequence;Leading Change;Survivors Syndrome;Leading Change;Organizational Competencies;Staff Competencies;Staff Competencies;Individual Competencies;Individual Competencies;;;;To Achieve Relevance,
Know Your Employee !;Keep It Simple;;C.L.E.A.R. Communication Provides…;Understanding - Dialogue;;;Understanding - Dialogue;;Dialogue - Effective Questioning;;Belief;;Downsizing in SCJ;Historical background ;Background of SCJ Factory Consolidation Project;Organizational Objectives;Background of Work Force ;Who Will Be Impacted?;Our Strategies To Reduce Headcount;Thorough Preparation Before Actual Individual Communication;Our Strategy;Waiting for Retirement
Target group:
Employees with up to 5 years to official retirement by October 31, 2002.
Offered to all eligible employees. Few employees are identified as being critical to the organization and encouraged to stay with SCJ for a certain period.
Market practice:
Mainly used by SOE, but has been used recently by few JVs with longer presence in China to solve the problem of aging workforce and low production efficiency
Proposed package:
Percentage of base salary
different percentage for staff/ manager and workers
State required benefits plus some selected company benefits; New Indefinite Contract Termination
Selected based on number of impacted positions
List of criterion
Last 3 years performance rating with more
weight on recent years
Practical learning ability
Family situation
Education was not added but can be if
policy is in place;1. Old Indefinite Contract Buyout:
Competitive Separation package plus outplacement support including training assistance
Has to be mutually agreed
In case employees do not accept buyout,
2. Offer
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