428DownsizingPractices

428DownsizingPractices - 3.9. Use Multiple Independent...

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Downsizing Expected Practices 1. Identify Business Need for Downsizing 2. Identify Future Work 2.1. Identify Jobs and Tasks to Be Performed 2.2. Identify Skill, Knowledge, and Experience Requirements 3. Evaluate Employees Against Future Work 3.1. Consider Past Job Performance Heavily 3.2. Consider Seniority 3.3. Emphasize Job-Related Criteria (e.g., skills, knowledge, experience, etc.) 3.4. Avoid Inherently Age-Related Criteria 3.5. Emphasize Objective (vs. Subjective) Criteria 3.6. Base Selections on Accurate and Complete Information 3.7. Prevent Exposure of Demographic Information to Evaluators 3.8. Allow Employees to Compete for New Positions
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Unformatted text preview: 3.9. Use Multiple Independent Evaluators to Ensure Reliability 3.10. Provide Clear Instructions and Train Evaluators on Use of System, including EEO Considerations 3.11. Ensure Adequate Documentation 3.12. Allow Appeal Mechanism 3.13. Apply Methodology in Consistent Manner 3.14. Communicate to Employees, Including Explaining the Reasons for Termination and Providing Considerate Interpersonal Treatment 4. Analyze Adverse Impact 4.1. Conduct Analyses in Timely Fashion 4.2. Take Action if Adverse Impact is Shown 5. Evaluate the Process and Outcomes 6. Ensure an Informed and Independent Human Resources Staff...
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This note was uploaded on 12/04/2009 for the course OBHR 428 taught by Professor Campion during the Spring '09 term at Purdue University.

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428DownsizingPractices - 3.9. Use Multiple Independent...

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