Employee Separation
From OrgChart.net
Contents |
Overview
When one considers the employee-employer relationship, there is a certain life-cycle that the relationship progresses toward—it begins at the point of talent acquisition, moves through various stages of professional growth and finally ends in Employee Separation.
Employee Separation is a reality and may come about for one of many reasons including employee resignation, termination of employee services or if the employee leaves the company. In recent times, employee separation has also been carried out in a voluntary and involuntary manner by firms that resort to restructuring, lay-offs due to economic downturn and as a result of mergers and acquisitions.
In the recent past, organizations were plagued by a high rate of employee attrition that brought about the creation of a separate department to handle employee separation and related matters exclusively. Globally, ever since the economic downturn, it became imperative for most of the organizations to trim their workforces and reorganize or restructure in order to ensure survival. Layoffs have since become a reality in organizations. In order to go about employee separation in such a scenario, the organization must have a standardized procedure in place.
Process of Employee Separation
The process of employee separation must be sound from the start, as any flaws in this process could cost an organization in lawsuits or losses either way if it is not able to retain talent. The process should incorporate all the vital parameters, making it consistent, transparent and regulation compliant.
Organizations need to realistically engage in employee assessment as step one in determining who should stay and who should go. It becomes absolutely necessary to scrutinize dimensions of the employee’s career with the organization, and have a 360 degree view which shows performance, seniority, compensation, skills, tenure, special abilities if any etc. The organization may decide to stretch itself a bit in order to retain those it deems important for the organization’s success. It may likewise decide to opt for separation from services of employees whose positions have been rendered redundant or are simply adding to costs without much value addition.
Use of Intelligent Software for Employee Seaparation
Many organizations and their Human Resources Departments are increasingly favoring the use of software for employee separation as it is able to operate based on a standardized procedure. The software can integrate rules and regulations applicable in a particular geographical location, incorporate best practices and also visualize the placement of an employee vis-à-vis the organization’s needs. The software can also help generate a wide range of severance packages, which can be appropriately chosen depending upon case.
An important advantage of this software is that company policies and union agreements can also be kept in perspective by adding such information and calibrating the procedure accordingly. No doubt, employee separation is a painful process for the employee; it is however no less a perilous event for the organization. Employee separation should be handled deftly to ensure that the exit is swift and dignified. If conducted well, the organization can harvest important information through exit interviews and feedback. Amicable departures ensure creation of a great alumni network as every good word counts for the organization’s brand.
