Termination Phase Flashcards
Termination
When an employee leaves the organisation. During termination, it is important that the employee is treated fairly and lawfully. Termination can be either voluntary where the employee decides to leave and involuntary termination where the organisation decides to terminate the employee.
4 types of termination
Dismissal
Redundancy
Retirement
Resignation
Retirement, entitlements and transition issues
Retirement is where the employee decides to leave the workforce. It is important that the organisation helps the retiree in this transition as well as prepare themselves.
Employees are entitled to 9.5% minimum superannuation during their time of work. Some may be entitled to a pension
Retirement is a major change in a person’s life. It should be handled as such. The retiree may need lifestyle counselling and investment advice services. An organisation with a high number of retiring employees will need good succession planning and good recruitment practices.
Resignation
Where the employee voluntarily leaves the organisation. A person may resign for a number of reasons including promotion at another organisation or another job offering better conditions. It is important that the organisation conducts an exit interview to determine the reasons for the resignation. Notice must be given to the employer. The amount of notice required is set out in the workplace agreement. Succession planning is again important during this transition.
Redundancy, define, entitlements and transition issues.
When an employee leaves the organisation because their job no longer exists. This is often the result of technological changes, restructure or a merger. It can be either voluntary or involuntarily.m
Employees are entitled to redundancy package, notice,pay and benefits for work conducted, time off to attend interviews.
Counselling, outplacement services, career advice, training and financial advice are some common transition issues faced in redundancy like
Dismissal, define, entitlement and transition issues
Where an employee is terminated due to unacceptable behaviour or performance. There can be summary dismissals where an employee commits a serious breach of their employment contract and can be assisted immediately. There are also on notice dismissals when an employee is not performing satisfactorily. They must be given notice and an opportunity to improve their performing eu
Employees are entitled to pay and benefits for the work they have performed.
sensitivity and confidentiality should be edited during should be used for dismissal as they a
Unfair dismissal
When an employee has been dismissed for discrimatory reasons such as absence from work due to illness or injury, belonging or not belonging to a trade union or even race, sex and religion. It is important that managers know the law and are trained in how to handle dismissals.
With reference to management practices and processes that are associated with each phase of the employment cycle, discuss
How the management role of planning could be used in the establishment phase
How performance indicators could be used in the maintenance phase
How the choice of management style could impact on the termination phase.
HR planning is focused on getting the tight people in the right jobs at the right time. It looks at the future human resource needs of the organisation. Numbers of employees are important but HR planning also includes knowledge of the types and people required. Without HR planning, the organisation may have too many, not enough or the wrong types of employees.
Performance management Involves the various methods of achieving the maximum performance levels that are possible from employees. Performance appraisals are evaluations of an employees work over a period of time. When evaluating employee performance, businesses could use performance indicators. An example is, if the business is evaluating a salespersons performance, they could use the performance indicator of number of sales generated by that particular employee to evaluate their performance.
Depending on what management style is chosen, staff turnover could increase or decrease. An organisation using an autocratic management style where employees are given no say in the decision making process, staff turnover would probably increase as employees are not very satisfied. In contrast a business which utilises a participative management style would probably have lower turnover as staff are given input into the decision making process thus increasing moral and satisfaction.
