英国罗浮堡大学论文代写:裁员的弊端

英国罗浮堡大学论文代写:裁员的弊端

作者在了解雷曼兄弟人力资源管理方面做了很好的研究。本文的主要优点是作者对战略人力资源管理的阐述。他清楚地提到,公司不应该大肆裁员,因为这会让员工对自己的工作不满意,而且会在留住员工的头脑中产生焦虑。作者还提到了一个相关的观点,即在其他地方雇佣下岗员工,这样他们就能继续挣钱,对公司没有什么不好的感觉。这篇文章的另一个主要优点是,它深入分析了在公司工作的员工的心态(Kumari,2014)。作者似乎对仍在公司工作的员工的心态产生了共鸣。作者清楚地提到了公司在就业问题上的另一个方面。如果公司有足够的智慧来理解员工的最低数量,他们可以满足公司的工作要求,公司就不会有这样的条件,从而导致公司的员工离开公司。如果公司选择在所有部门都有大量员工,那么运营成本就会自动上升。因此,在危机时刻,公司必须不惜任何代价缩减规模。因此,人力资源经理应该了解特定部门(Hall,2011)的劳动力的最佳需求。

英国罗浮堡大学论文代写:裁员的弊端

The author has done a good research work in understanding the human resource management of Lehman Brothers. The main strength of this article is the clarity with which the author has explained his points regarding strategic human resource management. He clearly mentions that it is not advisable for the company to go on a laying off spree as it makes the employees dissatisfied with their job and it develops anxiety in the minds of the retained employees. The author also mentions a pertinent point which is to employ the laid off employees elsewhere so that they continue to earn money and do not have hard feelings for the company. Another major strength of this article is it’s in depth analysis of the mindset of the employees working in the company which is laying off its employees (Kumari, 2014). The author seems to empathize with the mindset of the employees still working in the company. The author clearly mentions one more aspect of the company which was over employment. If the company was wise enough to understand the minimum number of employees who could have satisfied the work requirements of the company, the company would not have ever been in such a condition which would result in removing the employees from the company. If the company chooses to have large number of employees in all the departments then the operating cost automatically goes up. Therefore in times of crisis the company has to downsize at any cost. Thus the human resource managers should understand the optimum requirement of the workforce for the particular department (Hall, 2011).

 

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