Corporate Corruption and the HRM Function: Legal, Ethical, and Moral Perspectives
February 12, 2025
A performance management process involves an assessment or an analysis of what has been achieved and forms a basis for career planning, potential development, performance agreements and development plans like Douglas Mc. Gregor suggested that emphasis should be on analysis and not on appraisal. Performance management process is forward looking. Performance assessments depend upon the […]
According to Lockett (1992), performance management aims at developing individuals with the required commitment and competencies for working towards the shared meaningful objectives within an organizational framework. Performance management frameworks are designed with the objective of improving both individual and organizational performance by identifying performance requirements, providing regular feedback and assisting the employees in their […]
360 degree feedback is also known as multi-rater feedback or multi-dimensional feedback or multi-source feedback. It is a very good means of improving an individual’s effectiveness (as a leader and as a manager). It is a system by which an individual gets a comprehensive/collective feedback from his superiors, subordinates, peers/co-workers, customers and various other members […]
Organizations which wish to attract the best of talents and retain employees across all levels must have an integrated approach to talent management. According to latest survey findings from Accenture High Performance Report, about 85% senior executives view talent management as a major competitive differentiator for attracting and retaining skilled workforce and developing the highly […]
Let us go through the benefits of employee multitasking: Employee multitasking is beneficial for organizations as it reduces the cost of hiring new employees and also training them. Hiring is a cumbersome process. Human resource professionals need to be extremely careful while recruiting a new person so that he does not create problems later on. […]
Termination of employment simply means the ending of employment in a particular organization. Termination of employment is inevitable in any employment relationship and it may happen either voluntarily or involuntarily.
On the part of employer, it is mandatory to follow proper termination rules and policies while applying dismissals or lay-offs as the terminated employees may opt for legal recourse.
Also, such terminating activities are taken in negative sense among the workforce market, which adversely impacts the reputation of the organization as an employer.
It is during such situations that an organization decides for outplacement and career transition services. A carefully handled termination along with proper severance package and outplacement service helps the organization in avoiding legal action from employee’s side.
Actually, outplacement is the service offered by the former employer to help the terminated employee in locating a new job. The former employer, in this case, covers all the costs to facilitate the employee with the new job. This minimizes the impact of termination on employee and prevents him from the pressure of being jobless/finding a new job.
Such services also alleviate the standing of the organization as an employee-centered organization. Moreover, by taking up outplacement services, an organization diminishes the risk of lawsuit.
The organization generally calls for the services of an HR Consulting Firm in cases of termination and outplacement to deal with the whole process in a professional and dignified manner. The HR Consulting Firm works along with both, the employee and the employer, so as to make the event of separation strategically fitting to the needs of both the parties.
The service of HR Consulting Firm runs in three phases as follows:
Throughout these three broad phases of termination and outplacement, an HR Consulting Firm generally provides following individual services to the organization and retained/ terminated employees:
Besides, an HR Consulting Firm also guides the concerned managers handling the termination meetings in carefully communicating the news to the terminated employees as well as to the staff, so as to maintain the dignity of the terminated employee and negate the concern among the retained employees. A detailed plan about the sequence and content of the meeting is chalked out to make it more definitive and justified.
Hence, the HR Consulting Firm aims at making the process of termination and outplacement manageable and respectful for the organization and the terminated employee.
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