You are working for an australian university which does not has a Redundancy Policy . You are required to develop a Redundancy Policy , so that the HR personnel have clear guidelines at the times of planing and executing redundanices . The following points must be covered while developing the Redundancy Policy.
The ABC Company you work for does not has a formal Exit Interview Process. You are required to prepare an Exit Interview Form so as to interview the employees who leave the organization. This will help the organization to study the reasons of High attrition and implement improvements in the organization.
ABC Company was facing a high attrition rate. The results of turnover studies provided the following information about the interest and aspirations of line workers. Some of the possible causes of turnover reported by the line workers were:
Managing Separation and Termination
Institutions of higher learning acknowledges the input of the university staff towards the achievement of its objectives and goals in the core areas of the university. It is also the responsibility of the university to protect the employees by avoiding redundancy at all cost or managing it with utmost fairness and sensitive if at all redundancy occurs and it could not be prevented, because the university is facing some challenges that may lead to redundancy. The redundancy policy enables the institution to avoid redundancies or to minimize the impact of such when it occurs.
The redundancy policy contains important provisions that should be referred to in an event or occurrence of redundancy at the work place. The policy should include the following components:
The policy is developed to support the specification that pertain to transfers, dismissal and Voluntary early retirement at Australian University for employees who are protected by the employment agreement in the institution. The Redundancy policy applies to all staff members that have an employment contract with the institution.
The university extremely esteems its employees and is devoted to ensuring the job security and where possible growing its staff by offering opportunities for promotion to its employees.
When there is need to reduce the university workforce, the exercise will occur through voluntary measures and the involuntary redundancies will play last.
Whenever possible, in order to avoid the redundancy notification, the institution may consider the right to transfer an affected employee to a position that suits them in compliance with the staff agreement and the redundancy policy. The policy will be effective in the management of termination, transfers, giving up work and retrenchment.
The policy enlightens the employees of the procedure and their rights to use in instances where the institution declares that their services are not required anymore.
Application of the policy.
This component shows to who the policy is applicable and reasons that may necessitate redundancy and other important subsections.
Staff Covered by Policy.
The policy applies to the staff that are permanently employed in the organization.
Reasons for Redundancy.
Redundancy occurs when the institution states that it no longer requires a certain position in the university. The reasons for such decisions may be due to specific economic challenges being faced by the institution or the transfer of the position to another affiliate university.
Formal Notice of Redundancy.
In situation where the institutions unable to provide transfers, it is tasked with the responsibility to issue a formal notice to the affected staff members. The notice should be issued according to the number of years the employee has worked for the organization.
Staff members may elect to take voluntary Redundancy or redeployment.
Any staff member who has received a formal notice of redundancy may wish to write to the institution seeking redeployment or voluntary redundancy. The letter should state when they wish to take the early leave and if seeking for transfer then to where.
Income maintenance for professional staff members.
When a staff member agrees to be redeployed to a position considered lower than the one made redundant by the university, then it is the responsibility of the university to pay the staff member the salary he/she used to receive before the redeployment for a period of 12months after which the employee receives salary applicable to the new position.
If an alternative employment is issued to an employee who was meant to receive the severance pay the staff member stops being eligible for the pay. In cases where the employee decides to take voluntary redundancy or the involuntarily made redundant then the severance pay is applicable.
Capping of Notice and Severance payments.
The highest amount of money that the staff may receive from the redundancy payments is covered under the 78weeks salary.
Involuntary Redundancy payment.
Staff member will be paid severance payments for involuntary redundancy if they sought transfers and the organization failed to deploy the employee.
A staff member who is 2years away from retiring may choose to voluntarily retire before their time. The retirement should be formally documented.
All decisions in relation to the implementation and use of this policy must follow the university protocols. Necessary signatures must be appended by the university Vice Chancellor, member of the senior executive and the director of Human Resource.
Changes to the policy may be made from time to time to improve its efficiency and effectiveness. This section also makes it possible for employees to make suggestions and to forward them to the Human Resource Advisory service
Task Number 2. Exit Interview Form for ABC Company.
An Exit interview is a survey that is undertaken when an employee leaves their job. The information obtained from the feed is used by the organization to ascertain why employees are leaving, what the enjoyed about their employment and the areas where the company needs to improve on. The Exit interview Form is one way of conducting the exit interview and here is the form I would design for the ABC Company.
DATE OF EMPLOYMENT
DATE OF LEAVING OFFICE
TOTAL LENGTH OF SERVICE
OTHER POSITIONS HELD WITH THE ORGANIZATION.
1. Please describe the primary reason(s) you are living employment
2. Did dissatisfaction with any of the following factors influence your decision to leave? Yes No
Type of work
Working conditions (Setting, Schedule, travel flexibility)
3. Kindly rate the following aspects of the job you are leaving, on a scale of 1-5
Average 4 5
Types of duties performed
Fairness at work
Tools and equipment provided
Co-operation with colleagues
How supervision was done
Contribution in decisions that affected you.
Task 3: Case Study
3. Ways to help ABC Company to Increase Retention and reduce attrition of Employees.
Employees are the most valuable assets in every organization. It is the responsibility of the company to ensure the employees feel valued. There are important strategies an organization can employ to ensure it retains its employees.
Conducting stay interviews is one of those beneficial mechanisms. It is important to carry out surveys by meeting with the teams and ask them what is working for them, how they are relating with one another and their supervisors as well and foster the communication in the organizations. Promptly communicate every event and activity taking place and also find solutions to address
Matters that may arise.
Empowering the teams is another strategy. The role of the leaders in the organization is to provide support and direction where necessary. It is important to note that the people in the organization are skilled and are willing to work to their level best. It is important to focus on empowering the teams so that they may feel worthy and appreciated and also give them an opportunity to grow and not to feel stagnant in that same place.
Avoid micromanaging. Every institution hires a talented work force and for this reason there is no need to micromanage. It is important to give employees freedom to experience growth and to take initiative. They should be given the chance to take risks and have new experience, that way growth will be possible and employees will feel motivated.
By employing the above strategies and focusing on the happiness and satisfaction of employees it will be possible to retain employees because their needs are well catered for and their working environment is conducive.
Task 4: Report Writing
4. Report understanding the Demographic trends related to retirement and how it may affect the organization.
Over the years the world has been changing in every aspect of life. There has been notable change in demographic trends and the trends affect several faculties of live. Many people are leaving the labor force at a very younger age and even younger themselves. Demographic changes are the main reasons why companies must adjust and be prepared to face the effects of the same. The demographic changes affecting the workforce includes the aging population. There are a series of welfare services and pressures on health that are being imposed and this may lead to early retirements. Also as children are growing they are taking care of their parents and hence the older population may go for an early retirement. Affecting the organization. When people are aging it means that retirement is also approaching and the current aggressive nature of individuals may make them to retire early.
Osder, S. (2012). Practical View of REdundancy Management Application and Theory. Journal of Guidance, Control and Dynamics, 12-21.
Sinha, C. (2012). Factors Affecting Employee Retention: A comparative Analysis of Two Organization from Heavy Engineering Industry. European Journal of Business and Management.