Question 2: Regarding redundancy compensation, n+ 1 refers to economic compensation and payment in lieu of notice. Whether you can get the year-end bonus or something else shall be handled in accordance with the company's rules and regulations.
Question 3: What about layoffs? The topic of discussion in this issue is layoffs. The article is about a scene recorded by a white-collar worker in the case of layoffs. At present, under the background of the financial crisis, large enterprises have listed their own layoff plans, but few enterprises have done a good job in layoff. You have seen the situation in this article. In just one day, the whole company was in a state of panic. From the grassroots level, the psychological pressure brought by layoffs has made employees unable to work normally. As layoffs continue, the result can only be that enterprises are facing a more severe crisis. It is not difficult for us to see that this company is very unwise in dealing with layoffs. First, this enterprise obviously didn't do a good job of preparation before layoffs. Layoff is not a decision, it should be implemented immediately. Evaluate the impact of layoffs on enterprises by evaluating the departments and the number of people laid off. According to the evaluation results, the human resources department should communicate with the layoffs department in time to minimize the impact of layoffs. Second, this enterprise neglected the role and function of HR in the process of layoffs. We should try our best to resolve the impact of layoffs on employees through the role of HR third parties. Third, there is no detailed plan for layoffs and laid-off employees, and there is no corresponding communication policy for managers of departments that need business restructuring. These are all inappropriate places for this enterprise to lay off employees. So today we will learn about layoffs, what kind of employees, and how to lay off employees. How can HR personnel of an enterprise fully cooperate with management to minimize the impact of layoffs on the enterprise, and how to revive employee morale after layoffs? I hope this article can inspire managers who face the financial crisis and have plans to lay off employees. First of all, we analyze enterprise layoffs from the current background. Under the financial crisis, the market demand has decreased, and many enterprises have problems with their funds. It is urgent to change the current operating conditions of enterprises through business restructuring, and layoffs are inevitable in the process of business restructuring. In addition, in the case of reduced corporate profits, many enterprises also reduce corporate expenses by slimming down and tide over the difficulties under the current crisis background. Under such circumstances, many enterprises regard layoffs as a way to reduce costs, so what kind of losses will the impact of layoffs cause to enterprises? Therefore, the layoffs of enterprises should be very detailed, specific to one person in each department. After layoffs, the staff will be streamlined, the execution efficiency will be higher, and the profits and benefits of enterprises will also increase. If the income and profit of layoffs are also reduced, then the cost of layoffs will not exist. What kind of people should enterprises lay off? There should be a detailed plan for layoffs. Through communication with department managers and understanding of human resources departments, we should look at layoffs from a strategic perspective, and layoffs are by no means across the board. These types of employees should be given priority in the first batch of layoffs. 1, rotten apple employees. A department may have several such employees, but some departments don't, so such employees belong to a group that can lead to bad people. From the perspective of layoffs, it is the first priority to lay off such people. Of course, there are many reasons why such people are laid off. Employees feel culpable of punishment when they see it. Of course, an employee education is needed to make employees feel that the surrounding environment is beginning to be optimized. 2. Poor performance, average performance. Such employees also exist in every department, and their existence only increases the cost. Employees who can't bring economic benefits to the enterprise for a period of time can become the targets of the second batch of layoffs. Many people ask why mass layoffs are needed. In fact, we are trying to consider layoffs from the perspective of employees, putting the worst first, just to resolve the bad effects of a large number of layoffs for a period of time. Of course, after the second batch of layoffs, the human resources department needs to organize ideological work. Require employees to improve their quality. The first two times were just general dismissals in the eyes of employees. 3. Employees who refuse to accept management and are difficult to manage should be placed in the third batch. Such employees should exist in enterprises. They may have excellent performance, but they are not satisfied with management. They may be very capable and hard-working, but their attitude is not correct. The third batch of layoffs should be such a group of people. Reduce the management difficulty of managers in the later batch of layoffs. 4. Employees with average performance after department merger. Before the start of the fourth batch of layoffs, outstanding leaders and employees of departments that need to reorganize and cancel their business should be transferred to other posts for study. Avoid quitting the organization, which will cause mental stress and psychological fluctuation to excellent employees. After this batch of personnel is transferred, it will be >>
Question 4: Will PetroChina hold a meeting in the second half of 2065438+06?
Question 5: Discuss the advantages and disadvantages of layoffs and salary cuts. Layoff: the elite stay. Overall is not good. This is the most direct ...; Financial crisis. 1 American gasoline dropped from 140 to 40. China still needs to increase it .. Now road maintenance fees are tax-free. Fuel costs are high ... why? It's nice to drive a private car ... but driving a truck is different. The fuel cost of trucks is much higher than the road maintenance fee by dozens or even hundreds of times. 3 government departments raise wages. Farmers are tax-free. There is an annual subsidy. .....
Question 6: What skills does 6:HR have in dismissing employees? Dismissing employees is a technical job, especially for old colleagues who have served the company for many years. If it is not handled well, it will inevitably lead to conflicts and even group fights. Therefore, how to skillfully dismiss employees and minimize the impact is a problem that many HR must face.
In fact, the problems we have to face are not random. As long as certain principles are followed, this thorny problem can still be solved satisfactorily.
Employees shall not be dismissed at will during the probation period.
In order to dismiss the probationary employees correctly, we must grasp the principle of "not meeting the employment conditions". The employer must first prove whether the company has the "employment conditions" and prove that the employees do not meet the employment conditions. It is a typical mistake for an employer to dismiss employees during the probation period without knowing what the employment conditions are or being able to prove the employment conditions. * * * Employees with strong consciousness have the right to request the resumption of labor relations. At this time, the company often falls into a more embarrassing situation in management.
There should be factual basis and institutional basis for dismissing employees who are at fault.
For employees who violate discipline, the employer cannot dismiss them all. According to the labor law, an employee must be in serious violation of discipline before the employer can dismiss him. Therefore, what is a serious violation of discipline is very important to the employer. It is best for the unit to clearly stipulate the serious violation of discipline in the employee handbook or rules and regulations, and pay attention to retaining the factual basis of employees' serious violation of discipline. If the laborer seriously neglects his duty or engages in malpractices for selfish ends, which causes great damage to the interests of the employer, the employer may also dismiss him at any time. However, we should also pay attention to the proof, especially what is "significant damage" (it is best to have a system basis and clearly stipulate the standard of significant damage in the employee handbook or rules and regulations). In addition, if an employee is investigated for criminal responsibility or reeducation through labor according to law, the unit can also dismiss him at any time.
No-fault dismissal of employees requires advance notice and payment of economic compensation.
Dismissal of employees without fault is limited to the following situations: 1. The employee suffers from illness or non-work-related injury, and cannot engage in the original work or other work arranged by the employer after the medical treatment expires; 2. The laborer is not competent for the job, and is still not competent for the job after being trained or adjusted; 3. The objective conditions on which the labor contract was concluded have changed greatly, which makes the original labor contract unable to be performed and the parties cannot reach an agreement on changing the labor contract through consultation. Employees who are dismissed without fault shall be notified in writing 30 days in advance and pay economic compensation according to their working years.
Economic layoffs must meet legal conditions and perform legal procedures.
The so-called economic layoffs refer to the dismissal of a group of employees in order to improve the production and operation situation during the legal rectification period when the employer is on the verge of bankruptcy, or when the production and operation situation is in serious difficulties. Economic layoff is a common practice for employers to overcome the inherent needs of business difficulties and is allowed by law. However, layoffs also involve the legitimate rights and interests of laid-off workers. Therefore, in order to ensure the effective balance between the legitimate rights and interests of both employers and workers, the law has made some moderate restrictions on the economic layoffs of employers: First, the employers who can make economic layoffs must be enterprises that are on the verge of bankruptcy, declared by the people's court to enter the legal rectification period or have serious difficulties in production and operation, and meet the standards of enterprises with serious difficulties stipulated by the local government.
It is far from enough to do the above. We can't adopt a "one size fits all" strategy when dismissing employees. For people with different personalities and positions, we should be flexible according to the actual situation, especially some introverted people, which usually do not attract much attention. Nobody knows him. I don't know what will happen if they resign suddenly. People in different positions are the same. Everyone should take measures according to the actual situation in order to turn an enemy into a friend.
We must fully respect the rejection of senior management interviews.
Case 1: There is a joint-stock company. The structure of the company is that the first level is the president, the second level is the vice president of finance, the third level is the vice president of technology, and the fourth level is the vice president of HR. Because of changes in equity, the former shareholder president has left his post, and the new president wants to dismiss the technology that also has equity in the company.
Vice president of technology, but during this period, the vice president of technology's project failed again. In this case, the new president has more reason to dismiss the vice president of technology. As HR, what should we do?
In class, everyone has different opinions. Some suggested that vice president HR should interview with him, some said that the president should come forward alone, and some said that the president and vice president HR should * * *...> & gt
Question 7: What are the disadvantages of reducing staff and increasing efficiency? What are the disadvantages of reducing staff and increasing efficiency? There is nothing wrong with improving efficiency. It's normal to have too many people, so it's necessary to reduce staff. However, as a slogan, reducing staff and increasing efficiency has many disadvantages. It is easy to cause policy mistakes, which is already very serious at present. 1, people are likely to understand the relationship between downsizing and efficiency as succession. Then the first thing is to reduce staff. Employees of state-owned enterprises have made many contributions to the country for many years. Many people were fired at once. As enterprises, these people have been pushed to the society. But no matter how hard you push it, there are so many people in China that it is impossible to push it abroad.
The fewer employees in enterprises, the more laid-off workers in society, resulting in serious social problems. These people, especially the old workers, have been creating material materials all their lives. In your enterprise, you plunder materials and push people into society. What does society care about?
In this way, the number of poor people in society has increased, and no one cares about it, and some people can't.
Management is also the original enterprise management, no matter who you let manage it. You can't control it, change the leadership, who cares who does it!
2. Will layoffs improve efficiency? Totally different. In the past, some state-owned enterprises were not very effective, but they raised many workers. With everyone gone, how can the enterprise operate? If you can't run, it will be yellow. Some people want the enterprise to go bankrupt, so that they can buy the assets of the enterprise at a very low price. This state-owned enterprise just disappeared. What's the impact of enterprises not increasing terror?
Therefore, reducing staff and increasing efficiency often means that the number of employees has also decreased, efficiency has not improved, enterprises have disappeared, and assets have been disposed of at low prices!
3. Many times, the enterprise is still there and not bankrupt. The number of staff has indeed decreased and efficiency has improved. But the increase is to reduce the wages of those employees.
Workers are either laid off, or old workers retire early with low wages. In this way, the enterprise saves some wages. It has produced some benefits, and a considerable part of these benefits will be rewarded to operators. In fact, it is to take out the wages that the old workers deserve and redistribute them by the leaders.
Question 8: Are there any other compensations for layoffs over 40 years old? The national legal retirement age is 60 for men, 50 for women workers and 55 for women cadres.
If you don't reach this retirement age, you can claim compensation, which is generally based on the salary of one year and one month.
Question 9: The transportation department of Qian 'an Shougang is going to lay off staff, and my huge retirement is still seven years away. Is it legal for the company to let retirement only pay living expenses?
Question 10: Sany "optimizes" layoffs and exploits the loopholes in the law. Employees should be laid off on a large scale in almost every department. Some are through the way of "not renewing the contract in principle when it expires", some are through the way of "transferring to the dealer", and what's more, there are malicious forces such as high-intensity overtime and reducing employee benefits to force employees to leave. After years of hard work, old employees get such "help employees grow", but new employees just lose an opportunity to take part in the work. I think the old employees are very wronged.