“Employee Performance” Please respond to the following:Go to SAS’s Website and review the benefits offered by this company by scrolling down to the middle of the web page and clicking the “Benefits” tab. Next, determine whether or not these types of benefits would motivate you as an employee for a long-term commitment. Support your reasoning.Determine whether or not these benefits you reviewed could create more of a balance between family and work. Provide at least two examples to support your reasoning.
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HRM 530, Strategic Human Resource Management
Week 5
Learning Outcome:
Design processes to manage employee performance, retention, and separation.
Analyze laws governing employment and how organizations can ensure ethical practices.
Article: What Motivates Employees
Article: Five Strategies for Managing After Layoffs
http://www.hreonline.com/HRE/view/story.jhtml?id=156838048
Provided by Dean Tanya Moore
Adapted by Adjunct Professor Lewis
Strategic Human Resource
Management
HRM530
Managing Employee Retention and
Separation
Stewart, G. & Brown, K. (2008). Human resource
management, (1st ed.). Hoboken, NJ: John Wiley & Sons.
Objectives
•
Upon completion of this lesson, you will
be able to:
– Design processes to manage employee
performance, retention and separation
Strategic Employee
Retention and Separation
• Employees are primary asset
• Replacing can cost 1 – 2 times annual
salary
• Retention – keep good employees
– Competitive advantage
• Separation – efficiently and fairly
terminating
Turnover
•
•
•
•
Voluntary
Involuntary
Dysfunctional
4 Paths
– Quick decision to leave/external event
– Event causes to think about leaving
– Comparison between current job and
alternatives
– Dissatisfaction with job
Decisions to Quit
• Begins with low job satisfaction
• Emotional feelings about work
• Work consistent with values and needs =
high job satisfaction
• Withdraw from the organization
• Availability of other jobs
• Personality
Practices That Reduce
Turnover
•
•
•
•
Surveys
Job Descriptive Index
Socialization
Organizational support
Layoffs
• Downsizing
• Layoff victims
– Actually lose their jobs
– Negative feelings – worry, uncertainty,
financial difficulties
• Layoff survivors
– Negative reactions
– Increased motivation and performance
Discipline
• Due process – procedures in accordance
with rules and principles
– Principles
–
Expectations and failure to meet expectations
Discipline based on facts
Present both sides
Punishment consistent with nature of the offense
Progressive Discipline
• Meet and discuss
• Steps in Progressive Discipline Policy
– Verbal warning
– Written warning
– Suspension
– Final written warning
– Discharge
Dismissal
• Outplacement Services
– Outside firm
– Experience more positive reactions
– Find comparable job
– Alleviate some anxiety
• Tell directly
• Meeting brief
• Listen
• Summarize meeting in writing
• Security nearby
Summary
•
•
•
•
•
•
•
Retention versus separation
Turnover and low job satisfaction
Downsizing
Layoff survivors
Discipline and due process
Outplacement services
dismissals
…
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