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Related Experiment Videos

Rightsizing done right: the best way to handle layoffs.

Andra Gumbus1

  • 1College of Business, Sacred Heart University, Fairfield, Connecticut, USA.

Clinical Leadership & Management Review : the Journal of CLMA
|August 30, 2003
PubMed
Summary
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Economic downturns necessitate workforce adjustments. This article explores human resource strategies for managing layoffs, offering alternatives and best practices for employee transitions.

Area of Science:

  • Business Management
  • Human Resources
  • Organizational Psychology

Background:

  • Economic slowdown impacting business sectors and leading to workforce rebalancing.
  • Healthcare organizations facing increased downsizing, closures, and layoffs.
  • Negative ramifications of layoffs on employee morale, productivity, and business outcomes.

Purpose of the Study:

  • To examine business decisions regarding workforce layoffs from a human resource perspective.
  • To explore and present alternatives to traditional layoffs.
  • To outline best practices for conducting layoffs and supporting affected employees.

Main Methods:

  • Literature review of human resource management strategies.
  • Analysis of organizational psychology principles in workforce management.

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  • Case study examples (implied) of layoff procedures and alternatives.

    • Main Results:

    • Identification of various alternatives to layoffs, including job sharing, cross-training, attrition, hiring freezes, and early retirement.
    • Emphasis on the negative consequences of poorly managed layoffs.
    • Development of a structured approach for conducting layoffs and utilizing outplacement services.

    Conclusions:

    • Layoffs should be a last resort, with alternatives prioritized.
    • Properly managing layoffs through planned approaches and outplacement services mitigates negative impacts.
    • Providing support and guidance for job seekers in a volatile market is crucial.