chapter12 人力资源的调配与流动.ppt
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chapter12 人力资源的调配与流动
Resignation/Quit （辞职）
Dismissal（解雇）
Layoff（临时解雇）
TURNOVER 人员流动
裁员风暴
朗讯
通用电气
戴姆勒·克莱斯勒
摩托罗拉
施乐
英特尔
思科
宝洁
爱立信
Delphi
北电网络
迪斯尼
爱华
大宇
康柏
1.6万
7.5万（未来2年）
2.6万（3年内）
已经裁减1.2万
5200
5000
5500至8000
9600
3300
11,500
15,000
4000(3%)
50%
6500
5000
Turnover Costs
Pre-turnover costs
Separation costs
Vacancy costs
Recruiting and new-hire processing costs
Pre-turnover costs 离职前成本
slower work pace 工作效率降低
increased absenteeism 缺勤增加
Separation costs 分离成本
severance pay 离职工资
unemployment costs 事业成本
litigation fees 诉讼费用
Vacancy costs 空缺成本
lost opportunities in sales and service 销售与服务机会的流失
overtime pay for employees who pick up the slack 有关人员的加班工资
Recruiting and new-hire processing costs 重新雇佣成本
the direct cost of advertisement and promotional materials, referral bonuses, relocation expenses, sign-on bonuses, background checks
the wages of employees who recruit, process paperwork, conduct interviews and tours, give tests, train and conduct orientation
the wages of support staff who hook up computers and phones, process identification badges
Turnover Costs
Managing the Effects of Layoffs on Survivors
FACTORS AFFECTING SURVIVORS' REACTIONS
影响幸存者反应的因素
Perceived Fairness 公平感
Changed Working Conditions 变化的工作条件
Perceived Fairness
IS THE LAYOFF JUSTIFIED?
IS THE LAYOFF CONGRUENT WITH CORPORATE CULTURE?
DID THE ORGANIZATION PROVIDE AMPLE ADVANCED NOTICE?
IN IMPLEMENTING THE LAYOFF, HOW WELL DID THE ORGANIZATION ATTEND TO THE DETAILS?
DID MANAGEMENT PROVIDE A CLEAR AND ADEQUATE EXPLANATION OF THE REASONS FOR THE LAYOFFS?
WERE CUTBACKS SHARED AT HIGHER MANAGERIAL LEVELS?
WHAT DECISION RULE WAS USED TO DETERMINE WHICH EMPLOYEES WOULD BE LAID OFF VERSUS CHOSEN TO REMAIN?
DID THE ORGANIZATION PROVIDE TANGIBLE CARETAKING SERVICES TO HELP SOFTEN THE BLOW FOR THOSE LAID OFF?
DID THE ORGANIZATION INVOLVE ITS EMPLOYEES IN THE LAYOFF DECISION PROCESS?
FACTORS AFFECTING SURVIVORS' REACTIONS
Changed Working Conditions
HOW MUCH SHOULD I WORRY ABOUT THE POS
Resignation/Quit （辞职）
Dismissal（解雇）
Layoff（临时解雇）
TURNOVER 人员流动
裁员风暴
朗讯
通用电气
戴姆勒·克莱斯勒
摩托罗拉
施乐
英特尔
思科
宝洁
爱立信
Delphi
北电网络
迪斯尼
爱华
大宇
康柏
1.6万
7.5万（未来2年）
2.6万（3年内）
已经裁减1.2万
5200
5000
5500至8000
9600
3300
11,500
15,000
4000(3%)
50%
6500
5000
Turnover Costs
Pre-turnover costs
Separation costs
Vacancy costs
Recruiting and new-hire processing costs
Pre-turnover costs 离职前成本
slower work pace 工作效率降低
increased absenteeism 缺勤增加
Separation costs 分离成本
severance pay 离职工资
unemployment costs 事业成本
litigation fees 诉讼费用
Vacancy costs 空缺成本
lost opportunities in sales and service 销售与服务机会的流失
overtime pay for employees who pick up the slack 有关人员的加班工资
Recruiting and new-hire processing costs 重新雇佣成本
the direct cost of advertisement and promotional materials, referral bonuses, relocation expenses, sign-on bonuses, background checks
the wages of employees who recruit, process paperwork, conduct interviews and tours, give tests, train and conduct orientation
the wages of support staff who hook up computers and phones, process identification badges
Turnover Costs
Managing the Effects of Layoffs on Survivors
FACTORS AFFECTING SURVIVORS' REACTIONS
影响幸存者反应的因素
Perceived Fairness 公平感
Changed Working Conditions 变化的工作条件
Perceived Fairness
IS THE LAYOFF JUSTIFIED?
IS THE LAYOFF CONGRUENT WITH CORPORATE CULTURE?
DID THE ORGANIZATION PROVIDE AMPLE ADVANCED NOTICE?
IN IMPLEMENTING THE LAYOFF, HOW WELL DID THE ORGANIZATION ATTEND TO THE DETAILS?
DID MANAGEMENT PROVIDE A CLEAR AND ADEQUATE EXPLANATION OF THE REASONS FOR THE LAYOFFS?
WERE CUTBACKS SHARED AT HIGHER MANAGERIAL LEVELS?
WHAT DECISION RULE WAS USED TO DETERMINE WHICH EMPLOYEES WOULD BE LAID OFF VERSUS CHOSEN TO REMAIN?
DID THE ORGANIZATION PROVIDE TANGIBLE CARETAKING SERVICES TO HELP SOFTEN THE BLOW FOR THOSE LAID OFF?
DID THE ORGANIZATION INVOLVE ITS EMPLOYEES IN THE LAYOFF DECISION PROCESS?
FACTORS AFFECTING SURVIVORS' REACTIONS
Changed Working Conditions
HOW MUCH SHOULD I WORRY ABOUT THE POS
chapter12 人力资源的调配与流动
