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Inclusion on redundancy process

Discuss about the Operations Management Redundancy process.

The redundancy process is defined as the process when the employers become obliged to follow some pre-defined procedures when the employees become redundant. As mentioned by Elmalech, Sarne, & Grosz, (2015), redundancy mainly occurs, when a large number of employees lose their jobs, due to circumstances such as closure of the business. This report focuses on a company of Middle East named Al Tamimi & Company, uses the redundancy practice.   

In order to implement the redundancy process, the formal procedure has the following steps:

An introductory statement is given in context of maintaining job security, if applicable in the case of redundancy process (Gatti et al. 2014). The consultation arrangement has to be done with the consent of the trade union representatives. Measures need to be taken to minimise the process of redundancy. A general guidance for the employees as well as the details of the severance criteria is mentioned. The policies on assisting the redundant employees are also included. These policies include pertaining additional training to the employees, along with searching for other job options (Urena et al. 2015).    

Using the EVM or other decision making tools, the chosen company Al Tamimi & Company has to evaluate the appropriate levels of redundancy. First the problem is to be identified. The specific objectives are then set and the decision criteria for choosing the desired solution is specified. Comparison of the alternatives is done. Finally, the chosen alternative is implemented. Finally, the desired result is verified. This is how EVM is used by Al Tamimi & Company to take decisions of redundancy.

In order to deal with redundancy successfully, the company should aim to reduce redundancy among the employees and ensure that job security is given to the employees (Zaefarian et al. 2016). Moreover, alternate plans for the redundant employees needs to be planned as well. Thus, redundancy process does not only refer to the termination of the employees, but to provide a way of engaging them in other forms of employment.  

References

Elmalech, A., Sarne, D., & Grosz, B. J. (2015). Problem restructuring for better decision making in recurring decision situations. Autonomous Agents and Multi-Agent Systems, 29(1), 1-39.

Gatti, R., Angel-Urdinola, D. F., Silva, J., & Bodor, A. (2014). Striving for better jobs: the challenge of informality in the middle east and North Africa. World Bank Publications.

Urena, R., Chiclana, F., Fujita, H., & Herrera-Viedma, E. (2015). Confidence-consistency driven group decision making approach with incomplete reciprocal intuitionistic preference relations. Knowledge-Based Systems, 89, 86-96.

Zaefarian, G., Forkmann, S., Mitr?ga, M., & Henneberg, S. C. (2016). A Capability Perspective on Relationship Ending and Its Impact on Product Innovation Success and Firm Performance. Long Range Planning.

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