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Redundancy handling - a key training need

机译：冗余处理-关键培训需求

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摘要

Purpose - The purpose of this paper is to identify and explain key training needs regarding redundancy handling which is increasingly affecting people, often for the first time Design/methodology approach - The authors use their background in the employee relations area to identify and explain key skills that are involved in redundancy handling. While knowledge of relevant law is part of what is required, it is only one aspect. Managers can suddenly find that they are thrust into a complicated conflict situation, in a deteriorating workplace atmosphere when they may also be unsure about their own job security. Findings - Staff surpluses do not automatically mean redundancy. Options can include re-deployment, short-time working, temporary lay-offs and temporary closure and pay cuts. However, in these situations, as with redundancy, managers may find that the situation may be very stressful. This may be aggravated by a collapse in morale combined with a need to maintain a reduced level of production and/or services. Policies of multi-skilling may both help avoid redundancy in the first place and failing that help with the re-deployment of surplus staff. Training and development may also have a crucial role in helping an organisation adapt to the circumstances that caused a staff surplus. Adaptation is likely to need to include the positive management of redundancy survivors. Originality/value - There are two main features of the paper - it explains the key issues in redundancy handling for people who may be unexpectedly involved in it - which is increasingly likely; it also focuses on the training issues - especially for those having to implement redundancy. [PUBLICATION ABSTRACT]
机译：目的-本文的目的是确定和解释有关冗余处理的关键培训需求，这经常是第一次，这通常是第一次。设计/方法学方法-作者使用其在员工关系领域的背景来识别和说明关键技能冗余处理中涉及的内容。虽然了解相关法律是必不可少的一部分，但这只是一方面。管理人员可能突然发现他们陷入了复杂的冲突局面，在工作环境恶化的情况下，他们可能也不确定自己的工作安全。调查结果-员工过剩并不自动意味着裁员。选项可以包括重新部署，短时工作，临时裁员，临时关闭和减薪。但是，在这些情况下，与冗余一样，管理人员可能会发现这种情况可能会带来很大压力。士气低落，加上维持生产和/或服务水平下降的需要，可能会加剧这种情况。多技能的政策可能既可以避免一开始的裁员，也可能有助于重新配置剩余人员。培训和发展还可能在帮助组织适应导致人员过剩的情况方面发挥关键作用。适应可能需要包括对冗余幸存者的积极管理。原创性/价值-本文有两个主要特征-它为可能意外参与其中的人员解释了冗余处理中的关键问题-可能性越来越大；它还侧重于培训问题-特别是对于那些必须实施冗余的人员。 [出版物摘要]

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  • 来源
    《Industrial and Commercial Training》 |2009年第4期|p.1-7|共7页
  • 作者

    W. David Rees Christine Porter;

  • 作者单位

    W. David Rees, Independent consultant and also a member of the ACAS panel of independent arbitrators Christine Porter, Head of the Human Resource Management Department at the Westminster Business School, University of Westminster, UK;

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