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Instructions of BUS V32 Week 2 Discussion: Managing Talent Surplus and Handling Layoffs
Week 2: Sept 17-23
CHAPTER 2:
COMPLETE Ch. 2 Discussion
Discussion Post Guidelines:
This is a “post first” forum, which means you must first post your response to the discussion prompt before you can see any other posts (posting a blank response will result in a zero score).
The discussion forums are designed to simulate live class discussions, so please use your own words and give a substantive reply to at least 2 peers to earn full credit.
To earn credit, be certain your discussion responses are directly tied to the material we covered this week – no credit will be given for creative writing or opinion editorials – it must be based on the course material!
After reading Chapter 2, reviewing the chapter 2 slides, and watching the posted video(s), please answer the following TWO questions:
Suggest TWO ways an organization can maintain its image while dealing with a talent surplus.
Hint: this article provides additional thoughts: A Public Relations Guide to Dealing With LayoffsLinks to an external site.
If layoffs are necessary, what TWO actions would you take as a manager to ensure that survivors remain committed and productive? hint: review Chapter 2 slides 30 & 31
Your response to each question should be 3-4 sentences, at a minimum.
Please reply to at least TWO other students to earn full credit.
This topic is closed for comments.
Student Submission
Michael Aina
Two ways a company can maintain its image while dealing with a talent surplus is to
Tell workers directly one on one face to face and not publicly.
Not say things that belittle laid off employees or make them feel like it is their fault for being let go.
1 step that I would take as a manager is to comfort remaining employees and explain what happened and why it happened one by one. Surviving a layoff can be a stressful moment for many workers and it is a good idea to do so. The second step I would take is explain what is to be moving forward along with asking the employees what they are working on and what are their goals moving forward one by one. I think it is important for a manager to talk about the future with workers to make them feel like there a good things ahead and lift their confidence.
Step-By-Step Guide on BUS V32 Week 2 Discussion: Managing Talent Surplus and Handling Layoffs
Introduction to BUS V32 Week 2 Discussion
Welcome to BUS V32 Week 2 Discussion: Managing Talent Surplus and Handling Layoffs! This week, we will focus on managing a talent surplus and handling layoffs in an organisation. These are crucial skills for maintaining organisational stability and employee morale during challenging times. This Owlisdom How-To guide will help you navigate the Week 2 discussion and assignments, ensuring you address all necessary components thoroughly.
Suggest TWO ways an organisation can maintain its image while dealing with a talent surplus.
Maintaining Organizational Image During a Talent Surplus
As mentioned in the BUS V32 Week 2 Discussion: Managing Talent Surplus and Handling Layoffs instructions, I must start by understanding and suggesting two ways through which any organisation can handle a talent surplus.
- Suggest ways to handle talent surplus with minimal impact on the organisation’s image.
- Provide examples or strategies that align with best practices.
Example
To maintain the organisation’s image during a talent surplus, it is crucial to implement strategies that prioritise transparency and employee support. First, offering voluntary separation programs such as early retirement or voluntary leave without pay can help reduce the workforce without the negative impact of forced layoffs. These programs give employees a sense of control and choice, which can preserve morale and organisational reputation. Second, investing in employee retraining and redeployment within the company can demonstrate a commitment to employee development and minimise the perception of instability. By providing opportunities for skill enhancement and internal transfers, the organisation can retain valuable talent and maintain a positive public image.
If layoffs are necessary, what two actions would you take as a manager to ensure that survivors remain committed and productive?
Actions to Ensure Survivor Commitment and Productivity After Layoffs
Next, in the BUS V32 Week 2 Discussion: Managing Talent Surplus and Handling Layoffs instructions, I will discuss what actions I would take to maintain employee morale and productivity.
- Outline specific actions to maintain morale and productivity among remaining employees.
- Justify why these actions are effective based on HRM principles.
Example
When layoffs are unavoidable, clear communication and support systems are essential to keep the remaining employees committed and productive. Firstly, it is important to communicate transparently about the reasons for the layoffs and the future direction of the company. This helps survivors understand the necessity of the layoffs and reduces uncertainty. Additionally, offering counselling services, career development resources, and open forums for employees to voice their concerns can provide much-needed support during the transition. Involving remaining employees in decision-making processes can also make them feel valued and secure their commitment to the company’s goals. This participatory approach fosters a sense of ownership and helps maintain productivity and morale.
Please reply to at least TWO other students to earn full credit.
Responding to Peers
Responding to peers is one of the vital parts of BUS V32 Week 2 Discussion: Managing Talent Surplus and Handling Layoffs. We need to provide responses to at least two other learners’ posts. I will provide an example post. You can write your peer responses by keeping the below points in mind.
- Read at least two of your peers’ posts and provide a meaningful response.
- Offer additional insights, ask questions, or suggest alternative perspectives.
- Ensure your response is respectful, constructive, and supported by relevant sources where appropriate.
Example
Response 1
Hi Marie, your suggestion to implement voluntary separation programs during a talent surplus is excellent. It offers a humane approach to workforce reduction and helps maintain morale. Have you seen any organisations successfully implement such programs? Great job!
Response 2
Hello Alex, I agree with your emphasis on clear communication and support systems post-layoffs. Providing employees with a transparent rationale for layoffs can indeed reduce anxiety and foster trust. Do you think these strategies would be effective in all industries? Excellent insights!
Closing
This How-To guide of BUS V32 Week 2 Discussion: Managing Talent Surplus and Handling Layoffs aims to assist you in navigating the Week 2 discussion for BUS V32 effectively. By focusing on maintaining organisational image during a talent surplus and ensuring survivor commitment after layoffs, you will enhance your HRM skills and ability to handle workforce challenges. Engaging in meaningful dialogue with your peers will further enrich your learning experience. Good luck with your discussion!
In the next module of BUS V32, we will explore the week 2 assignment on strategic analysis and hr planning at meta.
