Identify objectives and constraints for example

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Identify objectives and constraints: for example decide how many positions to eliminate at which locations and what criteria to use o Form a downsizing team: strategy for downsizing, schedule, supervision o Address legal issues o Plan post-implementation actions o Address security concerns o Try to remain informative Preparing for layoff:
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o Make sure appraisals are up to date o Identify top performers and get them working on the company’s future o Have leaders committed to the company’s turnar ound Layoff and downsizing alternatives: o Finding volunteers using attrition o Redeployments o Voluntary reduction in pay plan, all employees agree to reductions in pay to keep everyone working o Concentrate their vacations during slow periods o Early retirement o Voluntarily time off Merger guidelines: o Avoid the appearance of power and domination o Avoid win-lose behavior o Remain businesslike and professional in all dealings o Maintain as positive a feeling about the acquired company as possible o Remember that the degree to which your organization treats the acquired group with care and dignity will affect the confidence, productivity, and commitment of those who remain Chapter 17 Managing global human resources Adapting HR activities to intercountry differences Managers have to be cognizant of and generally adapt their human resource policies and practices to countries in which they’re operating Cultures: the basic values citizens adhere to, and how these values manifest themselves in the nation’s arts, social programs and ways of doing things Hofstede study: societies differ on five values, which he calls power distance, individualism, masculinity, uncertainty avoidance and long-term orientation. Power distance represents the extent to which the less powerful members of institutions accept and expect an equal distribution of power. Acceptance of inequality is higher in some countries (like Mexico) than in other (Sweden). Such cultural differences influence HR practices. Employers going abroad must be familiar with labor law systems. A few examples: o Work councils: employee elected groups of representatives that meet monthly with managers to discuss certain topics and policies (common in Europe) o Codetermination: employees have the right to a voice in setting company policies by electing a representative on the supervisory board (Germany) Employers also need to make sure their employees aborad are adh ering to their firm’s ethics codes The EU has a few specific regulation like minimum EU wages, working hours and termination of employment agreements.
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69 In China many years there were no specific regulations about minimum wages, but that is now chaning.
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  • Winter '16
  • Ms. Blaga

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