When downsizing brings your employees down

Article Abstract:

A hypothetical case involves a downsized organization that is being affected by a lowered employee morale. The personnel manager is in a quandary as to whether or not to bother senior management for proposals for new programs to bring up the morale of the workforce. Respondents to the Personnel Journal magazine concur that it is appropriate to propose new ideas to senior managers. One reader even commented that the morale issue should have been considered even before the downsizing was undertaken because it is an inevitability. Respondents agreed that helping employees cope with the changed organization will help them get over the survivor syndrome and perform productively. A personnel manager faced with this challenge should have a good plan before submitting it to senior management for approval.

Organizational change, Employee morale, Downsizing (Management)

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Flex your benefits

Article Abstract:

The increased presence of women in the work force and other demographic changes in the work place are stimulating growing interest in flexible benefit programs tailored to employee needs and goals. There were 384 such plans in the US in 1986. Reasons cited in a 1986 Harris poll for introducing flexible benefits include controlling benefit costs, 40 percent; and meeting varied employee needs, 27 percent. Plans are categorized as fitting one of three approaches, all of which offer a basic set of benefits plus options: core plan, option plan, and participant option plan. Employees generally prefer flexible benefit plans, but there are several ways that such plans can cost them more. The effects of federal regulations on benefit plans are described.

Analysis, Cafeteria benefit plans

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Benefits solution takes creativity

Article Abstract:

The need to reduce employee benefits may put personnel managers in a dilemma wherein they have to choose between cutting a benefit that some employees regard as essential or another benefit not as essential but very popular with many employees. To choose the best option, personnel managers should conduct cost-benefit analyses to assess which benefit meets business-related goals. Conversely, they may also look for creative solutions that will maintain the same number of benefits but at less cost to the company.

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