HRM 530 Week 6 Dismal Meeting magine 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 eig

******* ******* ********* ****************************** MeetingFranchrista *********** ** Crystal ************ ****************************** *** ******** *** best *** ** ******** a layoff ** ** ** ******** *** facts *********** *** ****** should ** ********* to *** *********** about why **** **** ****** over *** ***** employees In order for a ******* ** ** **** ********* **** ********** *** reasons of way *** ****** *** why ** *** necessary *** *********** should be ********* with all *** ******** facts For example if * ******* *** ** ****** ** employee(s) *** ** *** performing then *** manager should ******* **** *** ******* ***** ************ ** to why *** ****** ** ** *** them ** verses ********** * ********* ***************** three *** **** a manager *** **** with *** negative emotions that may ********* ** ******** ****** ******** *** ******* employee ********* **** **** ***** you *** ******* ******** *** been ********** ** **** downsizing ****** ********* to ******* * ****** for **** exit ******** in ******* **** ********* **** **** ****** ******* ***** ***** *** example * have never **** laid *** *** ** manager ******** us **** *** ********** *** ********** ** * ********* ***** therefore ** *** * ********* ** one **** ** determine what we **** going ** ** * didn’t know what my **** **** *** at **** ***** ***** my ******* ********* **** ** *** *** ****** ** ******* *** ******* job prepare ** ******** ** ******* ********** ***** ************ *** **** ** *** ******** process ** ** **** *** The ***** ********** ***** *** ***** ******* as *** me my ****** *** to ****** to college *** *** my degree *** * *** say **** *** the best ****** * or ****** *** **** **** ********* face ******* **** have ** clue as ** **** the next **** ** *** *** ******* *** ** *** *** give *** options ** **** you ** the ******* *** ** ** ******* ****** ********** **** *** top ******** *** ******** *** *** meeting **** employees *** ****** also important *** managers to ******* ********* for *** ******* ** *** ****** **** if layoffs *** *** inevitable ***** **** that * manager **** **** ******** emotions is ******* compassion *********** ******* **** ********* *** ***** employees ** **** * layoff ** ********* for an ****** ******* but more so *** *** ********* *** certain ******** **** be ********* People are ***** ********** *** ***** ******* disenfranchised **** **** individuals *** **** their **** ********* *** ** ************* when **** ******** **** they’re *** ones being **** *** To **** compassion lightens *** ********** ** ** *********** ** violence Acknowledging ***** ******** **** help *** **** **** **** ** *** ** ***** *** ********** *********** **** *** *** ******** ** well Secondly ************* *** layoffs ******* *** ******* **** ********* *** ******** emotions ** **** *** **** you communicate **** **** ** what’s ***** ** *** **** ********* **** **** feel ******* ** ***** ** the loop ********* ********** **** ******* *** ******* ********** ****** * ********* ****** *** **** **** **** so **** they can plan ***** *** **** information ******** provided *** **** ******** *** ********* **** ****** **** ** ***** of *** situation Lastly allow ********* ** vent ***** *********** Layoffs are frustrating ** **** if not all employees *** ******** **** ** **** ** their ******** *********** **** a **** *** **** ******** *** ** ****** employees ******** **** ****** ********** to rise *** ************ ** decrease; ********* *** **** ******** is ** **** ******* ******** so **** employees *** ******* ***** feelings ** ******** ***** being terminatedDescribe a ************ ******* of ********** *** dismissal meeting **** an ******** ******* to layoff ** ********** ** employee(s) ********** *** ********* ******* and ******** *** **** **** likely ** ******* *** ******* *** ** **** ** the justified reason ** ******** documented ********* this **** minimize the ********** *** make ****** ** **** as possible ******* up * ****** dismissal meeting ** ***** *** ****** ** **** ** **** ******* should ensure *** ************** ** *** employee(s) *** ******* *** ******* ** * **** ********* **** **** ***** ********** ******* ********** *** ******* ** the ******** ** * ***** ***** ** ********* and *** meeting ****** be brief ******* ******* also ***** *** ********* ****** *** ** dismissed ** * ****** Dismissals early ** the **** ***** the ********** an *********** to *** ***** ** work at ******* a *** *** *** ****** *** amount of *** time thinking ***** how **** ****** ***** ***** (Steward ***** Brown ***** Employees should ** receiving the detailed information ** *** **** *** ***** terminated and ******* **** *** *********** *********** *** the *********** is ********* which ****** ****** *** confusion and *** wrongful termination ******** ******* explain **** *** ************* ** final ******* ** ******** ** the ********* ******* **** **** ** provided **** ********* *** collect *** *** company’s ********* **** ** ** ****** ******* ****** ***** **** *** ********************** *** ************ **** *** ********** ******* *** ******* ** *** ********* ******** ** * company decides ** *** * ********* ******* ** the terminated *********** there *** ******* ** consider ***** *** ******* should ******* a **** *** ****** insurance ****** be ********** *** an ******** ****** *** *** *********** ****** ** **** to ******* ************ benefits while searching for *** ********** ***** ** ** general rule for ** ******** to follow **** paying * terminated *********** but *** ***** ******** ****** ******* *** ********** the ***** ******* *** ********* **** ** *** ******** *** **** **** ** the month *** ******** *** employed and ** **** ********* to ****** **** the *********** ****** ** *** ** *********** ** **** *** vacation **** ****** ** ******** the best solution ** ** ******* the ********** of ***** **** *** questions relating ** *** ***** ******* ** *** terminated employee(s)Using ********* **** ** ** ********** **** ** **** ****** ****** * chart that depicts *** ******** ** *** ************ ** the *************** the ******** ***** ***** ******* **** ******** are **** ** the ***** of a ****** *** ****** ** ******** an ******** ** ******** for ***** *** ****** ******** **** ******* on *** employee’s length ** service *** *** *** **** ** *** time ** *** ************** ***** ********* ***** *********** ********* With Merit Increase    1 Year *********** Appraisal **** ********* *** ***** ************************ ****** ********* No ****************** ****** *** to Customer ****** ******** ** ********************** Layoffs    Final ************ ***** Predict three *** ways that this ****** *** ****** the ************ ways **** layoffs affect ******* ** ******* job ************ and *********** **** ***** ** * reduction ****** *** ******* ** ******** ******** ** pull ******** and ** **** **** ***** ******** job ****** The ********** ****** will *** ********** stress ** *** employees ***** ***** the **** *********** stressful Layoffs **** ***** *** ******* ** **** ******** without wage increase *** **** will ***** * ******* for *** ******** ******* loyalty *** ********** will decrease ** conclusion layoffs make *** company viable that seriously ****** *** **** ****** ******** needed to run *** business in *** future         REFERENCESDahl * ****** A ****** Way ** ********** ******* ********* May ** **** **** ******************************************************************* Filings ****** Conduction * *********** ******** Managing the ********* ********* *** ** ** **** http://wwwbizfilingscom/toolkit/sbg/office-hr/managing-the-workplace/conducting-employee-termination-meetingsaspxStewart G * ***** ***** * * ****** ***** ******** ********** (2nd ***********************************************************************************************************************************************************************