The process of dismissal is one thing that has not been solved for almost all companies, and their management teams, most of which are not used or prepared for this process.
The process of management by the organization is very important, the implementation of this process has implications to (organizational impact) within and outside the (impact on the workers made redundant). Culture, in Spanish compensation premium-economic level, but rarely is the organization structured process to get something positive from the template settings if necessary.
As I said, the Spanish company is specialized in providing a dramatic twist to the situation, because the HR channels of communication channels, using a mouthpiece only country not involved with the decision, with the classic argument appears “as though they are eschatology weather conditions, eliminating the tracks humanitarian at that time.
Another feature is the time, Friday night looked like a favorite time for facts to settle, another dye inhuman, employees have the time to think the way home and explain the situation to his family and the whole week to process the new conditions, by adding more stress if possible.
With all this, what you get in the short term:
* Employees are hurt and angry, which in some cases may be more harmful to the organization that the customer is not happy just because you know the ins and outs of a company that gives greater credibility when making a speech about the company.
* Damage to internal imagery: the other employees see inhumane treatment, coupled with empathy for the anxiety the cause be dismissed, lack of identification with management and lower levels of commitment.
It has been understood by some companies, especially American, seeking dismissal on a “special”, the learning process, and that speaks volumes about the corporate culture and the importance of giving to its people. (The most valuable resources CEO said in many forums). So do the outplacement process, try to incorporate that company’s employees leave, their local customers or suppliers, or in placement, relocation of employees in other areas of the organization, or trying to maneuver the transfer of equipment to another organization to ensure knowledge not only of individual elements but also the experience and guaranteed to work as a team consolidation.
Results of implementation processes and humanization of dismissal, which favors for the company. Both direct economic return as intangibles back. Some U.S. companies such as Accentor, have found that in half in 30% of trading volume comes from employees who already owned company and has left through the kinds of processes that have ended up working on customers or prospective customers, contractors, just as the level of employee satisfaction not disturbed by the bad practices, so retain ownership of the project management and increased production rates and quality service.