Separation Or Termination And Procedures †Myassignmenthelp.Com

Question: Discuss About The Separation Or Termination Policies And Procedures? Answer: Introducation Following the rising separation disputes, it is imperative for the company to formalise separation or termination policies and procedures. It will be able to improve the outcome of the employee. For instance, when the company introduced digital surveillance system by CCTV installed Cameras, redundancy occurred as three security officers lost their job while two of them were redeployed to other jobs in the operations. Redeployment plan should take relevant procedure of communicating about it two months prior to implementation. It will assist in change adaptability and psychological preparedness and it is a legal requirement when employees services have to be withdrawn. According to the legal policies, the organization can be giving compensation fee for the separation or termination of policies. One of the policies can be on redundancy pay (Ashman, 2016, p.149). The proposal seeks for such compensation unless a person refuses the offer without any genuine reason. The personnel who will be given the position to implement these policies should be examined by the HR department. He should possess confidentiality of the employee issues and follow the legal procedures in executing redeployment, redundancy in the organization. (Oleszek, 2014, p.37). skills in sound judgement, equality and fairness are required. Knowledge to conduct the procedurals professionally, and as per the labour rights of the government of Australia should be a requirement. As implementation will be carried on some two months after communication and publication in accounting organization manual, the leaders are supposed to hold confidentiality of their employees. It would be lack of ethics if the employees and the organization details and secrets leaks to everybody. The HR department can be in a position to use some metrics to gather and analyse workforce data. The employee performance and areas of improvement as well as probability of employee turnover or redundancy due to a change in the trends (Demarzo and Sannikov, 2016, p.182). HR Dashboard and other HR software such as Workday, Jobvite or Officevibe can be used. On the other hand, the organization can be in a position to conduct an exit interview so that the employee who is leaving the organization can help the management to know what may be the cause for future improvement. The legislation process of the state of Australia will be guiding any act that contravenes the law and order of the separation and termination policies (Chen, 2014, p.106). The proposals and procedures can change the organization for better if well appreciated and implemented. References Ashman, I., 2016. Downsizing: Managing Redundancy and Restructuring. In Reframing Resolution (pp. 149-167). Palgrave Macmillan Management. Chen, L.C., 2014. An introduction to contemporary international law: a policy-oriented perspective. Oxford University Press. Demarzo, P.M. and Sannikov, Y., 2016. Learning, termination, and payout policy in dynamic incentive contracts. The Review of Economic Studies, 84(1), pp.182-236. Oleszek, W.J., 2014. Congressional procedures and the policy Business process. Sage.