Question Two Role of HRIS in Managing RIF Workers are more likely to feel dissatisfied when a firm without consistent policies and philosophical approaches to RIF. Those retained by the organization would likely lack motivation, and this would, in turn, affect their work quality and productivity. Some workers would feel shortchanged in the absence of consistent policies and approaches towards layoffs. Employees and managers who usually have trust issues are likely to withdraw from each other resulting in work team dysfunctional conducts and creativity stalling. If left alone, walkouts, strikes, and employee sabotage could become severe outcomes of poorly formulated management approaches, policies, and philosophies. During my career in the United States military, there was a reduction in force that was done poorly. The perceived good interests for the military and centralized decisions without considering the work units spread across the world. There was no usage of a common-sense
Surname 3 approach to succession planning. Finally, an unacceptable number of mid-level managers were lost, leading to a knowledge gap that took more than ten years to correct. During this period, HRIS was not in place with management comprehending the potential of the tools in making vital decisions. Since that time, multiple changes have occurred, thereby improving teaching management to managers.
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- Spring '16
- Management, Rio Tinto