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Chapter 6

The document discusses employee separations and turnover, defining separation as the end of organizational membership and turnover as the rate of separations. It outlines the costs and benefits associated with employee separations, types of separations (voluntary and involuntary), and strategies for managing retirements and layoffs. Additionally, it addresses the importance of outplacement services to support employees after separation.

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15 views13 pages

Chapter 6

The document discusses employee separations and turnover, defining separation as the end of organizational membership and turnover as the rate of separations. It outlines the costs and benefits associated with employee separations, types of separations (voluntary and involuntary), and strategies for managing retirements and layoffs. Additionally, it addresses the importance of outplacement services to support employees after separation.

Uploaded by

Beyza
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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BA 2204 and BAS 324

Human Resource Management

Employee separations

Instructor: Çağrı Topal


1
Employee separation and turnover
 Separation: the end of organizational
membership
 Turnover: the rate of employee separations

2
Costs
 Recruitment costs
 Selection costs
 Training costs
 Separation costs

3
Benefits
 Reduced labor costs
 Replacement of poor performers
 Increased innovation
 Greater diversity

4
Question
 When do you think separations are costly?
 When do you think separations are beneficial?

5
Types
• Voluntary
• Quit: any time for any reason
• Retirement: end of career with age
• Involuntary
• Discharge: poor performance and cultural fit
• Layoff: strategic or environmental change

6
Question
 What is the difference between discharge and
layoff?

7
Managing early retirements
 Restrict eligibility
 Modify retirement policies
 Develop provisions to hire back
 Treat senior and younger employees equally

8
Alternatives to layoffs
 Changing employment policies
 Changing job design
 Changing pay and benefits policies
 Training

9
Question
 Which alternative would you employ to avoid
layoffs? Why?

10
Implementing layoffs
 Notifying employees
 Developing layoff criteria
 Communicating to laid-off employees
 Coordinating media relations
 Reassuring survivors of the layoff

11
Question
 Which criterion, seniority or performance,
would you use in lay-off decisions? Why?

12
Outplacement
 Helping separated employees deal with the
job loss and find a new job
 Emotional support
 Job-search assistance

13

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