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Assignment 3: Dismissal Meeting Due Week 6 and worth 150 points
Assignment 3: Dismissal MeetingDue Week 6 and worth 150 pointsImagine that you are an office manager and you have been tasked with the job of coordinating and heading the dismissal meeting for an employee layoff. Write a six to eight (6-8) page paper in which you:1.Propose three (3) ways that a manager can cope with any negative emotions that may accompany an employee layoff.2.Describe a step-by-step process of conducting the dismissal meeting. 3.Determine the compensation that the fictitious company may provide to the separated employee.4.Using Microsoft Word or an equivalent such as OpenOffice, create a chart that depicts the timeline of the disbursement of the compensation. 5.Predict three (3) ways that this layoff may affect the company.6.Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting requirements:•Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.•Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
- Formulate HRM strategies and policies to recruit, select, place, and retain the most efficient and effective workforce.
- Develop effective talent management strategies to recruit and select employees.
- Design processes to manage employee performance, retention, and separation.
- Analyze laws governing employment and how organizations can ensure ethical practices.
- Use technology and information resources to research issues in strategic human resource development.
- Write clearly and concisely about strategic human resource development using proper writing mechanics.
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************************* MeetingStudent’s nameProfessor’s **** Course ***** ************* ************* ***** dismissal ** ** ******** **** *** job either ********* ** ********* ************* layoff was **** **** for ********* to temporary ********* However ** ****** ***** it ** **** *** ********* termination ********* ********** *** usually a result of ******** ********** or shifts in **************** ********** *********** ********* employees *** asked ** return ** the *** when *** ********** change *** *** ****** *** their *** ****** On the ***** **** permanently ********** employees are ******* laid *** ******* of ***** **** *********** *** ***** *** ************ does *** **** **** ********* **** in the *** ********* ************ *** also ****** **** ******** ********** like ***** and violation ** standards ** either **** ****** *** the ********* is *** ** *** **** ********* ***** *** *** ******* ******* ********* ******* **** ******* ******** ******* ** **** **** *** managers have ** **** **** the ***** ********* *** ***** ******** Handling such situations ******* **** ********* ** the ******** have to ****** that *** ************** objectives are ********* *** ** the **** time ****** *** not dissatisfied ** ******* the ************** decisions ** the ********* ** *** ********** the ********* ****** the ******* **** *** go ******* *** ******* and ***** *** trust ******* the ********** *** *** ********* will end ************* ***** *********** **** negative ******** ************ ** ******** ************ ** a ***** situation not only *** *** ******** ***** ********** *** **** *** *** ***** employees also *** trust between *** management *** *** ********* ********* * **** sets in the environment **** anybody ***** ** **** *** No one ***** ****** **** the **** performers *** feel ******** ******* ** ******* ** being **** *** The ********** *** ** **** with **** ***** situation **** high ******** The ******** can cope **** *** ******** ******** **** the **** ** the following ******************** The employees **** to be **** ******** *** **** who will ** ********** ****** ** ******** ***** **** ****** ****** ** told ***** ***** ****** ** the ****** **** ********** ** **** ********** a lot ** ****** ****** *** management *** ** ****** **** the employees ** *** ******* ** *** such ****** **** *** ** **** **** ** ****** **** ****** *********** **** ** **** ********* ****** ******* ** *********** system ** *********************** *** managers **** to **** into *** ***** ** *** employees **** have ** ********** *** ****** of the layoff ** *** ********* both mentally and ************ ************* *** *** ********* **** feel **** **** *** ******** ********* ******** ***** *** ** handle *** whole situation *** *** to ******** * positive *********** **** after *** termination *** ******** have ** ** ***** vigilant ***** giving *** *********** ****** ** ** to identify any ******** ***** ***** ** destructive *** the employees themselvesMeetings *** ********* the ********** *** arrange **** ****** ******** for *** **** of *** ********* ** ** important **** the ******** ****** ** **** *** employees feel ***** ***** **** and *** ******** If the employees **** ******** then the ******** can **** **** understand *** ***** situation *** ********** ***** ** **** **** ** *** ******** ** the ********* *** ** *** **** time they need to ******* *** ***** ****** ** the ******* ** that **** ********** **** *** layoffs *** done within *** rights ** *** company *** ******* ** **** *** ** the ********* ** required *** ******* can ***** employee ********** programs ********* 2010)Process ** ********** *** ********* *********** 1) the **** important thing ** kept ** **** ** **** *** ******** should maintain calm and ****** treat *** ********* **** ******** *** ******* ** matter *** *** ******** reacts *** ******** must ***** show ********** and must *** argue with *** employeesStep ***** ********** should **** hints ***** *** ******* ** **** the ********* *** ******** ******** The ******** ** ** laid *** should ** ***** * proper ****** so **** *** *** ***** time to search *** ** *********** *** *** good bye ** ********** and clear *** *** ************ The ******* ****** ** ****** ** ****** *** **** *** not *********** ***** ******* should be ********* ** ******* without ********* other ******* ******* ****** ** ******* ********** ******* from the ***** ********* ********** In **** *** *** ***** ************ ****** ** taken **** ** If ******** **** ** a ****** should be sought ** many employees *** **** off ******** then * ****** ********* *** be ********* ** help ***** employees This ** * great *** ** **** *** ********* that the company ***** *** ******** ** *** benefits *** ********** ****** ** ********* in the ******* *** **** ****** ****** be ******** explained to *** ******** Giving ***** ************ *** **** ** drawing *********** and ***** *********** ** *** ******** ******* *** ******* of *** ******* ****** be ** *********** *********** the message *** ** ******* ******* *** ******** ** ***** ** ***** **** *** ******** things should ** ********* *** termination ******** ** *** ******** ****** **** be ********* and explained ** detail *** ******* *** pay *** severance pay ******** *** or there *** ** ********** *** insurance continuation or *********** all ***** ****** be discussed ** this ******* ** ******** *** ******* *** ********** ********* ****** ** ******** ** the company is ***** to give * ********* ** *** ******** *** same ****** **** ** communicated to *** employee ** **** ****** *** ** ***** ** ****** for *** *** *** *********** ****** ****** ** ****** overStep 5)Immediately ***** the ******* *** ******** should ** ******* to **** *** *** belongings **** *** workstation The manager should **** **** *** employee ***** *** ******* *** *** ********** This ***** ******* *** ** *** same **** ***** *** ******* **** *********** ****** **** the ******** *** *** ******* ** **** some particular ********* ***** manager *** to collect *** *** ******* ********** **** *** ******** possesses *** example ******** handbook ****** credit ***** laptops ******** ***** ********** ***** ******* employee should be handed **** the paycheck and *** ***** **** as **** as possible; ** later than *** next ****** ****** *** ******** ****** ** paid *** *** ******** **** *** **** if *** leaves ****** *** ****** time If *** ****** is *** *** to *** mistake from *** employee’s side **** *** *** **** be paid * ****** ***** ** ******** a ******** **** can **** ** ***** ** *** ************ 8) *** *********** ******* ****** be ******** ********** ******** **** the ******** ****** ** ***** *** *** future use (Brown 2013)Compensation ** *** separated ************ for compensating ********* ** *********** ****** ** ********* ****** ********* ********* who leave *** organization ********** and the ********* *** *** **** off *** misconduct *** *** ******** ** ************ on *********** ***** ********* who *** **** *** *** ******** ** *** compensation on *********** ** my ******* **** *** ** ******** **** *** following compensation **** *** be ********** ***** *** **** ** *********** *** company **** *** ****** ** **** ** ****** ** **** equal to *** *** of *** **** off ************* ****** **** ****** ***** ** not *** **** *** bonus ****** but *** *** **** ******* ******* *** ****** ****** and ***** ******* ************ After *** **** of *********** *** ******* **** pay within ** **** an ****** ** cash ***** ** **** ** *** annual **** ****** **** ********** After *** date ** termination the company will *** within 45 days ** ****** ** **** equal to * full ********** package ** *** ******** ****** the United ******* ***** *** **** ** *********** *** company will provide within 20 days *** placement ******* ******* a ************ ******** **** ** * cost *** exceeding ****** for upto one ***** After *** date ** *********** the ******* **** *** ****** * ****** an ****** ** **** for *** *** **** and other ******** the ********* **** ** ******** ** ***** *** **** ** ******* ** as per *** contract with the company ***** **** *** ** ******* ***** *** **** ******** *********** ********* **************** ** ***** *** ****** *** affect *** ************* ************* if *** ****** ** due ** *** ******** ********** such **** it ** ********* for *** ******* to layoff **** ********* ** their ******** *** *** ******** then **** layoff **** ******* *** productivity ** the ****** ****** ** ********* will just ** ********** to ****** *** the operations ** the ******* **** incur ****** **** *** the **** ***** ** ********* hence the ******* ************ will improveDecreased *********** ***** *** ** a ******** ****** ** the *********** **** *** ** ****** of *** employee ***** ********* may ** ****** *** *** lose ***** ** *** ********** *** may **** ******** in *** *** **** the ********** to **** *** decrease and ***** *** ************ *** decrease ******* ** ******************* ** *** ****** is because of ******** ******** ** ** employee **** the ****** **** *** ** ******* *** other ********* *** hence *** other ********* **** keep * ***** ** their ******** ***** ********* **** also **** ** **** that they **** ****** ************** ***** *** must *** ** ******** out ** ************************ ******** *** ******* ****** ***** *** ** ** exercised ****** *** ***** *** ********** ***** ****** ***** **** ******** between *** ******** *** the ******** company ****** *** **** of *** **** *** ********* **** ** employment ********* ** the terms agreed upon ***** ********** ** individual ********** This contract gives *** ******** ******* rights ***** can be ********* **** ******** ********* ******* ****** **** *** ******** *** **** ** *********** ** ********** **** every ******* has ******** company ****** with ******* ** termination ** ********* ***** **** entitle *** ********* ** certain ****** *** ****** **** ** *** **** **** ******* ******* ******* ****** **** *** ******** *** **** on *** ************ ** the time of *********** Both *** ********* and *** employers **** ** aware ** *** *** ***** ********* sources *** **** must comply ** *** ***** ***************** ********* ** * very ******** task *** managers **** **** handle this ********* **** ***** ********* ******* ** **** *** *********** *********** legal ************ *********** ******** *** ********** *** *** ************ ****************************** J (2013) * ***** *** ********** ** ******** *********** ******* ********* ** ******** 17 **** ***** http://wwwpeopletacticscom/9-steps-for-conducting-an-employee-termination-meeting/Contract ********* ************ **** *********** retrieved ** ******** ** **** ***** http://wwwcontractstandardscom/document-checklists/executive-employment-agreement/termination/termination-benefitsMcIntyre * ****** ******** *** ******** ******* ** ***** ******** Downsizing retrieved on ******** 17 **** ***** *********************************************************************************************** G * & ***** * * ****** Human ******** ********** (2nd *** ******* *** **** ***** & **** *** ****** ******* more than * ****************
