The importance of the communications effort and its timing in manpower reduction is emphasized, and the critical nature of the method by which reduction is achieved is illustrated with 3 case studies. The Nevada experience is detailed, as are also, experiences in Wyoming, Wisconsin, and Tennessee. A systems approach to employee reduction is described which gives three ways to reduce personnel expenditures, and identifies 6 characteristics and developmental steps in an effective manpower management system. The undertaking of work and skills analyses, and the development of standards to meet work requirement is outlined. Other aspects discussed include work-load alternatives, scheduling and control and the reduction of the volumes of information generated. Emphasis must be on the positive aspects of employee reduction. All possible alternatives to dismissal should be considered; vacancy savings by self-imposed austerity; transfer of work load; transfer of employees; attrition; and retraining. Preplanning considerations should include, the cost factor (loss of training investment), anticipation of legal action, employee counselling, sufficient notice, alleviating the employee's financial anxiety and the socio-economic impact. Comments are also made on the bumping procedure.

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Filing Info

  • Accession Number: 00096313
  • Record Type: Publication
  • Files: TRIS, TRB
  • Created Date: Jul 15 1975 12:00AM