加拿大代写essay：人力资源经理

加拿大代写essay：人力资源经理

人力资源经理需要对公司目前的状况及其对员工的影响进行透明化。员工总是希望听到真相，如果公司在处理问题时不保持透明度，就会感到失望。雇主需要与员工沟通，公司已经尽一切办法来控制成本，缩小规模是最后的手段。
人力资源经理应该尊重和敏感地对待下岗职工。在下岗员工离职期间，管理层应该给他们选择如何处理他们的出口。公司还应该清楚事实和数字以及裁员对所有人力资源系统的影响。关于裁员的任何沟通应该来自首席执行官，同样应该与员工讨论。这将有助于员工了解决策是否公平。

加拿大代写essay：人力资源经理
裁员的另一个主要影响是对公司留任的员工产生不满和焦虑的感觉。在这种情况下，人力资源经理应该给予留职员工留下原因。作者还提出了其他各种实际的裁员管理方法，例如冻结雇用和减少工资或薪水。然而，人力资源经理们应该时刻关注裁员的长期和短期影响。在决定裁员之前，管理层应该总是考虑替代方案。然后人力资源经理需要处理生还者综合症（King，2014）。

加拿大代写essay：人力资源经理

The human resource managers need to be transparent about the company’s current situation and its impact on the work force. The employees always want to hear the truth and they feel disappointed if the company does not maintain transparency while dealing with them. The employer needs to communicate to its employees that the company has tried all ways and means to control cost and downsizing is the last resort.
The human resource managers should treat the laid-off employees with respect and sensitivity. During the exit of the laid off employees, the management should give them options on how they want their exit to be handled. The company should also be very clear on the facts and figures and the impact of downsizing on all human resource systems. Any communication regarding layoffs should come from the CEO and the same should be discussed with the employees. This would help the employees in understanding that the decisions were fair.

加拿大代写essay：人力资源经理
Another major impact of laying off is that it spreads a sense of dissatisfaction and anxiety among the employees who are retained by the company. In such situations, the human resource managers should give reasons to the retained employees to stay. The author also suggests various other practical ways in managing layoffs example freeze in hiring and reduction the pay or salary. The human resource managers however, should always be mindful of the long and short term implications of the layoffs. Before making decisions to downsize, the management should always consider alternative solutions. The human resource managers then need to deal with the survivor’s syndrome (King, 2014).