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Downsizing is a challenge for HR. Keeping you up to date with the latest research and news from the CIPD ... Our profession plays an important role in ensuring work benefits everyone. Think carefully about who should break the news and involve them early on in the downsizing – it will make those having to break the bad news more understanding and better communicators. . Downsizing for an employer refers to a lowering of the number of employees, typically because of a reduction in profits or a reorganisation. Some creative downsizing plans that HR professionals can help with include: Providing early retirement options, if possible. As HR person, it is your responsibility to ensure that downsizing is done in such a way that it does not impact organization adversely, at least ensure minimum impact. Downsizing impacts people in various stages of the employee lifecycle, which is why solid HR support is so important. “If you don’t provide a feeling of leadership, productivity and morale are going to become abysmal,” says Bill Ryan, vice president of human resources for Liberty Corner, New Jersey-based Sea-Land Service. 2. Help shape its future. This author discusses some responses that have…Continue reading → HR guidance on risks associated with downsizing programs, methods to implement a safe program and cost-saving considerations for employers who choose to downsize. 1 An effort to study the importance of humane hr downsizing. Unfortunately, HR needs to do this work. Rachel is a policy and research professional with over 20 years’ experience in the employment and HR arena. No one like to handover pink slip to employees but someone has to do it for sustainability of business. . During a downsizing, there’s an almost unquenchable thirst for knowledge, as well as feelings of anger, fear and uncertainty. . ... and the implications for both in-house HR practitioners and external HR consultants. . An attempt to study the importance of humane HR downsizing A distressing 80 percent of downsizers admit that the morale of their remaining employees has been mugged. According to CIPD, ' Confronted with reduced consumer spending, many business market leaders are trying to find ways to lessen costs. Anticipating the duration and depth of an industry downturn, for example, can definitely help a manager prepare and deploy HR practices that will, in turn, help both employees and firms adjust to difficult times. Anticipating Employee Response 8 2.1 Identify potential risks 9 2.2 Integrated HR and business planning 10 2.3 Recognise individual differences 12 3. 8. Employees are always more willing to take early retirement if offered an attractive package. Downsizing in any business is generally not viewed by employees or management as a positive practice, although it can result in many positives, such as staying in business, cost savings and business strength. Downsizing inevitably involves making redundancies, with occur when an employer is ceasing to carry on with work for which the employee was employed, or is ceasing to carry on with work in the place where the employee is employed. 1.4 Downsizing: a strategy for organisational change 2 1.5 Impact on employee morale 4 1.6 Managing morale 5 2. While the pain of downsizing-related layoffs can’t be avoided entirely, it can be mitigated. Find out more. Find out more. How Does Downsizing Impact the Role of Human Resource Management?. Once an organisation has identified potential roles to be made redundant, it is critical that they use a fair and objective process to determine who to retain and who to make redundant. An important part of her role is to ensure that the views of the profession inform CIPD policy thinking on health and wellbeing and employment relations. These sullen, dispirited, hunkered-down folk, lest we forget, are the very people who are supposed to …

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