BA 2204 and BAS 324

Human Resource Management

Employee separations

Instructor: Çağrı Topal

1
Employee separation and turnover
Separation: the end of organizational
membership
Turnover: the rate of employee separations

2
Costs
Recruitment costs
Selection costs
Training costs
Separation costs

3
Benefits
Reduced labor costs
Replacement of poor performers
Increased innovation
Greater diversity

4
Question
When do you think separations are costly?
When do you think separations are
beneficial?

5
Types
• Voluntary
• Quit: any time for any reason
• Retirement: end of career with age
• Involuntary
• Discharge: poor performance and cultural fit
• Layoff: strategic or environmental change

6
Question
What is the difference between discharge and
layoff?

7
Managing early retirements
Restricteligibility
Modify retirement policies
Develop provisions to hire back
Treat senior and younger employees equally

8
Alternatives to layoffs
Changing employment policies
Changing job design
Changing pay and benefits policies
Training

9
Question
Which alternative would you employ to avoid
layoffs? Why?

10
Implementing layoffs
Notifying employees
Developing layoff criteria
Communicating to laid-off employees
Coordinating media relations
Reassuring survivors of the layoff

11
Question
Which criterion, seniority or performance,
would you use in lay-off decisions? Why?

12
Outplacement
Helping separated employees deal with the
job loss and find a new job
Emotional support
Job-search assistance

13