adsnmark:
No business or organisation is retrenchment proof. History has shown us that model organisations have at one time or the other had to let go of staff when it becomes a necessity for survival. Let’s take a deep look at this infographics:



Many factors could be attributed to the need to let go of staff from small, medium and large organisations. These factors have been identified below for further understanding



Among the many factors that forms the basis for retrenchment are the few identified on the above information chat.

Economy: When the global and local economy is threatened as a result of recession and shortfall in earnings, organisations are most likely to think of cost cutting and restructuring. This goes a long way to inform the decision to retrench some group of staff.

Mismanagement: This is a situation where top executives and mangers are indicted for mismanaging funds. Mismanagement of funds threatens the existence of a business. One of the ways of keeping the company in business is to reduce cost. This mostly bring about retrenchment of staff.

Strategy: In the course of defining the next line of actions for a business, the structure of the organisation is likely to require the retrenchment of some group of staff while also considering the engagement of some new skill sets.

Political: With political instability where there seem to be no clarity concerning governance or possibility of civil unrest, some organisations are quick at taking the decision to retrench their human resource.

Mergers and Acquisitions: When a new buyer takes over an organisation or an organisation decides to merge operations with another, retrenchment of some pool of staff is an action that is likely to happen.

Relevance: Importance of job portfolios makes it relevant within an organisation. At a point when a job becomes less important then is a possibility of retrenchment of occupiers of such jobs.

Innovation: An introduction of technology in a manual labour space is likely to bring about retrenchment.

Competition: With competition and need for an organisation to survive in the predominance of one, a business can decide to retrench some staff in exchange for some.

At this point, it will be wise for any employee to ask the question ‘What if I am told to go?’. It is a question that requires critical reasoning.

It will be of great help if religiousness could be excused for some critical assessment of where you are concerning your career. Retrenchment sometimes does not respect performance track records of individuals.

With retrenchment, deciding factors swings and cannot be in isolation of Organisational Politics.

Below is an assessment of your present job and your chances when a retrenchment comes knocking. Please note as mentioned above that decisions on who stays can be manipulated to the extent of creating worries about the competencies of the fortunate staff who are meant to remain in employment. However, this assessment will help you know your chances using common sense criteria.

Please attempt this assessment by providing information required for each of the boxes

retrenchment 3

Get your full copy of the book Here! http://femiojomo.com/product/when-you-are-told-to-go/