企业人员的调动与流动.pptx

人力资源的调配与流动人员调配经主管部门决定而改变人员的工作岗位职务、工作单位或隶属关系的人事变动。人员调配意 义实现组织目标人尽其才实施人力资源计划激励员工改善组织气氛人员调配原 则因事设人用人所长协商一致照顾差异（性别、年龄、能力、气质、兴趣等）人员调配原 因工作需要调整优化照顾困难落实政策人员职务升降原 则德才兼备原则机会均等原则民主监督原则“阶梯晋升”与“破格提拔”相结合有计划替补和晋升原则人员流动TURNOVER 人员流动Resignation/Quit （辞职）Dismissal（解雇）Layoff（临时解雇）裁员风暴朗讯通用电气戴姆勒·克莱斯勒摩托罗拉施乐英特尔思科宝洁爱立信Delphi北电网络迪斯尼爱华大宇康柏1.6万7.5万（未来2年）2.6万（3年内）已经裁减1.2万520050005500至80009600330011,50015,0004000(3%)50Turnover CostsPre-turnover costsSeparation costsVacancy costsRecruiting and new-hire processing costs Turnover CostsPre-turnover costs 离职前成本slower work pace 工作效率降低increased absenteeism 缺勤增加Separation costs 分离成本severance pay 离职工资unemployment costs 事业成本litigation fees 诉讼费用Vacancy costs 空缺成本lost opportunities in sales and service 销售与服务机会的流失overtime pay for employees who pick up the slack 有关人员的加班工资Recruiting and new-hire processing costs 重新雇佣成本the direct cost of advertisement and promotional materials, referral bonuses, relocation expenses, sign-on bonuses, background checksthe wages of employees who recruit, process paperwork, conduct interviews and tours, give tests, train and conduct orientationthe wages of support staff who hook up computers and phones, process identification badgesManaging the Effects of Layoffs on SurvivorsFACTORS AFFECTING SURVIVORS REACTIONS影响幸存者反应的因素Perceived Fairness 公平感Changed Working Conditions 变化的工作条件FACTORS AFFECTING SURVIVORS REACTIONSPerceived FairnessIS THE LAYOFF JUSTIFIED?IS THE LAYOFF CONGRUENT WITH CORPORATE CULTURE?DID THE ORGANIZATION PROVIDE AMPLE ADVANCED NOTICE?IN IMPLEMENTING THE LAYOFF, HOW WELL DID THE ORGANIZATION ATTEND TO THE DETAILS?DID MANAGEMENT PROVIDE A CLEAR AND ADEQUATE EXPLANATION OF THE REASONS FOR THE LAYOFFS?WERE CUTBACKS SHARED AT HIGHER MANAGERIAL LEVELS?WHAT DECISION RULE WAS USED TO DETERMINE WHICH EMPLOYEES WOULD BE LAID OFF VERSUS CHOSEN TO REMAIN?DID THE ORGANIZATION PROVIDE TANGIBLE CARETAKING SERVICES TO HELP SOFTEN THE BLOW FOR THOSE LAID OFF?DID THE ORGANIZATION INVOLVE ITS EMPLOYEES IN THE LAYOFF DEC