Documente Academic
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U Chan Nyein Ko Ko
The right number of the right sorts of people in the right place at the right time and for the right costs.
Shortage of staff or skills if your organisation employs fewer staff than if require , it is unlikely to be able to meet its production and sales target. Surplus of staff if your organisation more staff than it needs , incur unnecessary cost for wages and administration
2.
3. 4.
Analysis of existing resources Workforce demand forecasting Workforce supply forecasting Workforce plan
Skill/staff Shortages
Promoting existing staff. Redeployment of staff. Training. Getting more from the existing staff. Job redesign. External recruitment. Part time recruitment
Staff surpluses
Stopping recruitment Natural wastage As workers leave they are not replaced. Transfers Early retirement Reducing overtime Short-time working Redundancy Reducing subcontracted work
Think ahead as far as possiable Keep the plan as flexiable Politics Economics Society Technology Enviroment Law
REDUNDANCY
Training as possible Consultation arrangements Redeployment new work places Selection criteria Severance term(punishment) Other facilities Appeals
Consulting
Who trade union or employee representatives Why Law When before redundacy What
- number and description of employee - reason of proposal - How employee are selected - How the process of dismissals - Redundancy payment - Other provisions