EMPLOYEES REDUNDANCY

Redundancy is where an employee is dismissed from their employment because their manager no longer wishes the member of staff role to be done by anyone. In addition, Redundancy can occur even if the work of the dismissed employees carries on to be performed by other employees, as long as the position that the previous employee occupied has been eliminated. In addition, redundancy can occur where the workforce is efficient and there is less work; change in conditions mean that the old job is quite different from the new one; where the business relocates; or when an employer puts work out to agreement. There is no redundancy where a worker is traced to work for another firm, but is still employed by the same manager and performs the same duties. Redundancy can also occur when an employee is no longer employed due to the collapse or economic failure of their employer. The test for redundancy is whether the employer requires less work or to do work of a particular kind, and not just whether the work itself has come to an end or diminished. The primary reasons for making redundancies are the reform of working methods and efficiencies. CAUSES OF REDUNDANCY: Redundancy may be a result of any of the following causes: Merger or takeover. Relocation of business. Restructuring of business. Downturns in the business. Economic downturns. Market changes. structural changes (for example, the exchange rate); and Technological change.

APPROACHES FOR DEALING WITH REDUNDANCY: When the employees are faced with the prospect of redundancy, the stress and feeling of rejection can be crushing. There are, however, some ways to keep it under control. In addition, Redundancy is something no one wants to happen to them but unfortunately its a fact of life. It could be made redundant for any number of reasons including falling profits, increased competition, takeovers, mergers, advances in technology and even poor management. Most of employees have to deal with losing their jobs at some point in their working lives. The important thing is reacting to it the right way by being positive and looking forward. In today's unstable and somewhat confused business environment, the temptation is for organizations to panel down originates and ride out the storm of recession. But surviving an economic downturn is not that easy. Business leaders need to plan, prepare and manage the challenges they are facing. It's important to recognize that this is a tough criterion because the issues being dealt with affect us as individuals as well as employers. In real terms, one of the most interesting issues at the moment centers around headcount and some organizations may need to lose staff in order to survive. It may be simply a question of balancing income and expenditures, but that doesn't take away the fact that

it's up to organization to make sure that those who are left behind continue to produce the same output to the same standard as before. That's not impossible; it just requires careful management and imagination. There are, however, a number of practical techniques you can adopt to help your organization cut large rather than influence. Most importantly, it is vital that redundancies are handled well. The last thing organizations need at a time like this is for bad feeling among those who leaves, because this will spread among their friends and colleagues who escaped redundancy. Having an outplacement strategy, often by using an external consultancy to help people to the next stage of their careers, can make all the difference. The managers also need to know exactly what's going on in the organization so that they are able to answer questions that their teams ask of them. It is vital that you hold regular briefings to update your teams. The HR and business strategies need to be absolutely aligned, because employees will want to know the reasons for the changes. The effects of engagement and motivation on productivity are well documented. The more engaged an employee, the more likely he or she is to put in that extra effort when they need it the most. Organizations have not expected an easy solution though; there is no one magic formula for engagement. Rather, it is linked to how employees feel about their jobs and how meaningful their work is. In these challenging times, it has become more important than ever to demonstrate strong leadership. Clearly cutting costs is a major consideration, but there are benefits associated with sensible levels of investment, where these are affordable. It is vital that small business owners remain composed in the face of growing economic pressure because deliberate reactions will only serve to make worse the problem. It has always been easier to manage when times are good, but the current climate is a real test of how strong the leadership qualifications really are. Companies are legally appreciative to follow strict procedures when making redundancies, including making sure the selection process is fair and objective, that they receives an explanation in writing, and that the job losses are genuine redundancies and not just an excuse for dismissing certain people. They should check their contract if they have one for details, including likely compensation. Employers should try to find the alternative work in the organization if they can. Regardless of the length of the employment that will be entitled to some notice.

SUGGESTED TECHNIQUES OF HOW REDUNDANCY CAN BE DEAL WITH

Redundancy is a kind of action plan for downsizing the organization as it is not happening regularly compare to some other business activities, but on the bases of situation whenever there is the need for downsizing the organization redundancy is the key to open the door towards this option so it should be perform in unique way in which the rights of both parties employees and organization

should be safe and sound and also the enforcement of redundancy should happen in smart way in which employees should be control for not making any kind of damage to the industrial relations . The most suitable technique which can encourage the employee to accept the redundancy is to giving them the kind offer which attract them and also prevent them to turn down the offer. Those employees who are over age and their less time is remain to offer their services as a worker by considering the need of his experience to the organization they should be the automatic choice to be redundant this technique will be favorable not only for organization but also for some other young guns who will be facing redundancy situation . A kind of tool should be use by the organization which should enforce the employees indirectly to accept the redundancy orders i.e. they should be deal and a very positive manner in which more than standard time which required for redundancy should be give to the employees and also make a commitment with them that in case of need for their same position they will the first choice whom organization would like to take their services. As for as the right of employees are concern organization should bring a kind of contingency package which should be not too much costly for them but much favorable from employees point of view this package should give reasonable pay to and if possible it should contain alternative job for some of senior employees who will be also suffering redundancy it will be not appositive step towards insuring the rights of the employees but also this technique will not let down the image of the enterprise which might be affect but redundancy . In order to save long term befits of the organization during the dealing with redundancy in which most affect victim will be employees organization should provide a later of satisfaction in which employees should be preach and it should deliver the stratification of employer from the service of that particular employee during his career in the organization this technique will put positive importation on the employee and also it will show the ethical dealing of the employer with his employees, basically this task is perform by the HRM department . In order to overcome the tensions for both organization and employees which will be create by redundancy one use techniques is giving job consoling for employees in which HRM department should provide useful information about open vacancies around the industry and their specific requirements which might match up the skill of the redundant employee this idea might not look favorable for few people but result of this activity will have a very positive impact on the overall deals of the organization with redundancy situation . Encouragement of volunteers suppose those employees who have the tendency of having a better chances outside the organization should be highly encourage to take their welling option and select them on the early lists of dismissals most often this technique is useful for to end the deal with those employees who are in the organization on the basis of their contract. The result of downsizing might have positive impact on organization concern to their plan but it will have hugely negative impact on the reaming employees or survivals, in this case its important for the employer to build confidence among them and encourage them for loyalty by notifying them about their importance in the organization which is a reason for not being dismissed this technique is very important to be use shortly after the redundancy procedure is finished.