A Worthwhile Way Of Layoffs

　　 Japan big transport company By the summer of 2004, the number of contract workers exceeded their full-time employees for the first time. Before 2004, the company's official staff increased by only 8000, while the number of contract workers increased by 31 thousand. Japanese companies have also greatly increased the number of contract workers, with the aim of reducing costs, because the labor costs of contract workers will be lower.

because Layoffs The labor disputes caused mainly include: A, arrears of wages, B, no economic compensation or insufficient financial compensation; C, did not buy social insurance for employees, or did not participate in social insurance according to the law, such as understatement of wages.

Different enterprises have different ways of layoffs, and layoffs do not necessarily require employees to "roll up the blankets and walk away". The way of redundancy is not good or bad, only suitable and inappropriate. Whether it is the current popular elimination system, the laid-off scale incentive system or the previous quota elimination system, as long as it is suitable for the needs of enterprises and in line with the corporate culture atmosphere, it is a good layoff. Method 。 Here are some of the reporters. Famous enterprises The way of layoffs:

　　 Voluntary redundancy

Before 2004, 78 of every 100 enterprises in Japan were laid off. The most important way is to put up notices and let employees volunteer to retire. The company will take care of them on the pension. Companies such as Toshiba, Panasonic and Fujitsu, which have laid off workers this year, have used this approach.

In October, Merrill Lynch offered a voluntary turnover plan to its 65 thousand and 900 employees worldwide.

According to the plan, employees who accept the voluntary turnover plan will receive different compensation according to their service life. Merrill Lynch's reluctance to lay off workers is mainly due to factors that attract talent and corporate image. As the biggest stock broker in Wall Street, New York, in order to maintain its image in the customers, it is not easy to use the hard part of layoffs, otherwise it will directly endanger customers' confidence in the company.

Another important reason is unwilling to hurt employees' hearts. It is easy to get rid of these people mercilessly when the economy is bad, but when the economy improves, it is hard to find it again. Once these redundancies are sent to competitors, it will be even more troublesome. Of course, there are also some drawbacks in the company's choice of voluntary turnover. For example, those who are really capable can take the initiative to choose to leave their company and take the company's compensation to find another job. Those mediocre people may choose to stay and let the company end up with two helpless situations. {page_break}

　 Using voluntary pay cuts instead of layoffs

Redundancy is not as good as "voluntary pay reduction". Instead of laying off workers in the near future, Lehman brothers chose to pay less year-end bonuses to employees. The company's staff increased by 17% this year, but the wage expenditure was reduced by 10%. Morgan and Stanley Inc also adopt this approach. This method, although employees reduce their income, they understand that this is affected by the whole environment. Employees will not only complain too much, but think that the company's practice is humane and further increase their cohesion.

　 Downward layoff

It is also a way to send employees to a branch or production line. N TT is discussing a plan to lay off 100 thousand people, of whom 45 thousand will be diverted to work in the newly established subsidiary. The advantage of this method is to enable some talented employees to enter the core of the company, so that those mediocre employees can be trained and promoted. This will not only affect the stability of the company, but also maintain the corporate culture well.

　 Contract workers instead of full-time workers

In the summer, the number of contract workers in Japan's largest transport company exceeded its official staff for the first time. Over the past 6 years, the company's official staff has increased by only 8000, while the number of contract workers has increased by 31 thousand. Japanese companies have also greatly increased the number of contract workers, with the aim of reducing costs, because the labor costs of contract workers will be lower.

　 Training staff competitiveness

GE has also made layoffs, but because of their good training work, even if employees are eliminated, they can also find jobs in other companies. Therefore, layoffs do not have many negative effects on companies such as GE. It is necessary for Chinese enterprises to learn from GE company. Usually, they should attach great importance to staff training, so that employees can become compound talents.