HR Article Analysis: Downsizing

HR Article Analysis: Downsizing
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HR Article Analysis: Downsizing
Summary of the Article
The author indicates that downsizing constitutes a toxic solution that is highly challenging to implement. Downsizing entails laying off employees because of various factors impacting their capacity to continue working with the specific organization. The article notes that downsizing could be a corporate lifesaver when implemented strategically, and failure to do so undermines a company’s effectiveness. The effect of downsizing should be to sustain a company’s intellectual capital. How the downsized workers are handled directly impacts an organization’s morale and capacity to retain high-performing employees. According to the article, there are various issues to consider to avoid downsizing pitfalls. These include enabling legal concerns when designing the downsizing, notifying employees before they are dismissed, effectively communicating the decision, and downsizing effectively (Downs, 2011).
Accordingly, the author notes that implementing a downsizing strategy should involve specific considerations. These include: (a) planning for the future, such as the company post-layoff shared visions, (b) treating workers with respect and dignity, (c) researching the relevant legal issues to adhere to legislations, (d) offering workers with a psychological environment to embrace and delineate the event, and (e) understanding the pitfalls to avoid and the ultimate objective. Conclusively, the two vital factors to consider when planning to downsize include: respecting worker dignity and organizational planning (Downs, 2011).
Considerations for the Downsizing Process
The first consideration in the downsizing process includes the legal framework. The downsizing organization needs to consider the rules impacting such a decision. This is because employees have a right to a fair dismissal. Therefore, the employer should select a strategy that considers employees’ welfa...