1000 Business Lessons Every Businessman Must Know

Chapter 53 Employee Dismissal and Change: Optimizing the Allocation of Human Resources
[-]. Resignation and resignation

438. How to dismiss an employee
Dismissal means dismissal, which refers to the method of terminating the labor contract first proposed by the employer.The termination of the labor contract should be carried out in accordance with the relevant laws of the country.

To dismiss a person, firstly, each department fills in the "Employee Resignation Notice" according to the employee, the department head signs it, submits it to the human resources management department, and informs the person to leave the company.

Notes on dismissal include:
(1) Careful consideration should be given before making a decision to dismiss an employee.It is necessary to ensure that there are sufficient reasons for the dismissal decision, analyze the possible consequences of the dismissal behavior, and prepare the necessary countermeasures in advance.

(2) The dismissed shall be allowed to appeal in accordance with the law, and shall be mediated by the enterprise labor dispute mediation committee in accordance with the law.

(3) Fully communicate with employees to let them know what behaviors may lead to dismissal; after dismissal, not only must communicate with the dismissed in a timely manner and try to obtain their cooperation, but also communicate with other employees and explain to them the dismissal Get their understanding and support.

(4) Personnel who want to be dismissed can be transferred within the company first, and if they cannot be transferred, they will be dismissed to prevent brain drain.

439. Understand the reasons why employees resign

When an employee resigns, he or she first submits a resignation application, which is signed by the head of the department and then reported to the HR department. The HR department proposes a solution based on the employee's request and the opinion of the head of the department, and submits it to the company head for approval.After approval, the employee shall go through the formalities list for resigned personnel issued by the human resources management department.Go through various procedures.

The main reasons for employee resignation are as follows:
(1) The wages and benefits provided by this enterprise organization are not competitive.

(2) Employees can't see opportunities for promotion in the company, so they have to go to other companies to seek development.

(3) Contradictions in interpersonal relationships.

(4) The issue of corporate culture.Employees may also resign if they feel that the corporate culture of their organization is not conducive to their personal development.

(5) A sense of injustice.If employees feel that they have not been treated fairly in the company, it will reduce their trust in the company's leaders, reduce their sense of identity and belonging to the company, and even lead to resignation in severe cases.

(6) Lack of job security.The development prospects of the enterprise itself have a direct impact on the career development of employees. If an enterprise does not show employees a clear development blueprint and the feasibility of realizing this blueprint, employees may doubt the survival and development of the enterprise.Once employees lose confidence in the company's prospects, they will feel that their jobs are not guaranteed, and they will have the idea of ​​resigning.

(7) Too much work pressure.

(8) Issues in the employee's personal life.

When an employee wants to resign, the management personnel must investigate the reasons for the employee's resignation and deal with it accordingly.Pay attention to the ideological work of employees, and minimize the resignation of key personnel and management.

[-]. Staff position changes
440. Promotion
Promotion is the movement of an employee to a higher position in an organization.After employees are promoted, they will have greater power and get more remuneration. At the same time, they will also assume greater responsibilities and face greater challenges.

1. Matters needing attention in promotion decision-making

(1) A clear and specific promotion policy should be formulated in advance, specifying the procedures and methods of promotion, and the content of these policies should be announced to relevant employees.

(2) All qualified employees should be candidates for promotion to ensure fair competition opportunities.

(3) Strictly follow promotion standards and procedures, and screen candidates based on standardized and credible information, instead of appointing a promotion based on the leader's personal likes and dislikes or subjective impressions.

(4) To improve employees' democratic participation in promotion decisions.

(5) Before making a promotion decision, you should fully communicate with the relevant candidates to understand their career development plans and attitudes towards promotion, and do not force employees to change the career direction they love.

(6) After making a promotion decision, communicate with the candidates who have not been promoted in a timely manner, explain to them the matters related to the promotion, strive for their understanding and cooperation, and minimize the possible negative impact of the promotion decision.

2. Factors affecting employee promotion

(1) Work ability—whether the employee has shown strong work ability in the original position; whether he has the knowledge level and work skills required by the new job position;
(2) Past work experience, qualifications and work performance;

(3) Complete the ethics-related training courses required for the position;

(4) Work responsibility, etc.

(4) It has good adaptability and potential.

3. Promotion operation procedure
(1) According to the organizational policy, the personnel department coordinates the list of promotion suggestions put forward by the heads of various departments according to the assessment method within the specified period every year, and submits to the superior for approval.

(2) The personnel department will announce the approved promotion personnel in a personnel bulletin, and the promotion personnel will be notified individually in written form.

441. Transfer
Transfer is the horizontal movement of employees within an organization. It can be a move between different positions at the same level (that is, the above-mentioned job rotation), or it can be a change of work location while maintaining the same position.

1. The reason for the transfer

Transfer can be regarded as a work arrangement of the organization, first proposed by the organization, or as a work expectation of the employees, first proposed by the employees.The main reasons for the transfer are as follows:
(1) In order to meet the needs of organizational adjustment.Sometimes, for its own development or in response to changes in the external environment, the organization will adjust the organizational structure, set up some new departments, and cancel some old departments. Correspondingly, internal transfers of relevant employees are required.

(2) In order to ensure the smooth flow of the main promotion channels.Due to the limited opportunities for promotion, some employees who perform well but cannot be promoted for some reason will block the promotion channels and affect the career development of high-quality employees under their positions. In order to allow these high-quality employees to be promoted smoothly , an organization may switch employees who are clogging the promotion pipeline.

(3) In order to meet the personal wishes of employees.Sometimes, due to personal reasons, such as relocation of family residence, traffic problems to and from get off work, etc., employees want to change their workplace without leaving the organization; sometimes, employees may also want to change because of their hobbies Another position, at this time they will all apply for transfer.

(4) To ease interpersonal conflicts.If two employees with very close work relationships cannot get along harmoniously, their interpersonal conflicts will inevitably have a negative impact on their work.One way to resolve such conflicts is to remove one or both parties from their original jobs.

(5) In order to provide employees with opportunities to learn various skills.Some employees who hope to be promoted will actively seek opportunities for horizontal transfers, learn new skills in different positions, accumulate work experience, and prepare for their career development.Some organizations also intentionally rotate highly capable employees so that they accumulate job qualifications so that they can be promoted to higher positions when appropriate.

2. Precautions for transfer

(1) It is necessary to carefully analyze the impact of the transfer on the organization and the personal interests of employees, and take into account the interests of both as much as possible.

(2) Clear transfer policies and procedures should be formulated, including transfer application methods, approval procedures, work handover methods and requirements, and transfer fee arrangements.

442. Demotion
Demotion is the opposite of promotion, and it is the process of transferring an employee to a position lower than his or her original position.In general, demotion is an unfortunate event for employees, which means reduced wages, reduced status, and setbacks in career development; it may hurt employees' self-esteem, emotionally, and reduce work enthusiasm and work efficiency. ; it can also make employees angry and behave unfavorably to the organization.Therefore, managers must be very cautious when making demotion decisions.

1. Reason for demotion

(1) It may be a disciplinary measure whereby the organization punishes employees who have seriously violated rules and regulations by demotion.

(2) It may also be the result of employee dereliction of duty or poor performance, that is, the organization has to reassign those employees who are not competent for their jobs or who have caused losses to the organization due to major mistakes to positions with lower job requirements.

(3) It may be due to the employee's own health reasons or changes in work intentions that he is no longer suitable to work in the original position and has changed to a low-level position with a lighter workload.

(4) It can also be caused by organizational downsizing or downsizing of organizational hierarchy.In this case, some senior positions are eliminated, but the organization still wants to retain high-quality employees, so they are placed in lower-level positions.As compensation, organizations often keep these people's original salary and benefits package.

2. Precautions when adopting demotion
(1) The demotion decision should follow a set of reasonable procedures, and the factual materials that can fully support the demotion decision should be obtained first, so as to be well-founded.Employees should not be demoted based on the personal likes and dislikes of corporate leaders.

(2) The intention and specific reasons for the demotion should be reported to the demoted employee, allowing them to raise different opinions and communicate with them calmly and fully.

(3) After announcing the demotion decision, the emotional reaction of the demoted employees should be taken into consideration, efforts should be made to maintain their self-esteem, and when necessary, persuasion and persuasion should be carried out patiently and meticulously.

(End of this chapter)