Redundancy and Procedure, Responsibility of Employers, Engagement of Employees and Motivational Strategies.

What is redundancy?

Professionally and legally an employee is deemed to be redundant or dismissed when the following conditions would be fulfilled:

Ø  The employer has ceased or has intentions to cease the operations of the existing business

Ø  Those job tasks due to which an employee was recruited to perform are ceased

But nowadays almost everywhere there are employment contracts and that vary from company to company. There are many rights granted to employees so they feel secure and do their jobs with full performance and motivation. Employment Laws are very strict about employees and employers rights. At the time of the contract employee and employer may design their redundancy or termination procedure according to their will and terms and conditions. 

Responsibility of the employer

This is a huge responsibility of the employer to make evident to the employees that redundancy is necessary. Employers cannot just decide that redundancy is required they have to prove it that why it is required and how it would be.

However, in case of redundancy employer should discuss with every employee and staff the need for downsizing and clearly explaining them that why redundancy is the only solution of every problem. Because they aren't able to run  an organization in the future if they do not lessen down their operating costs.

Selection criteria

Selection criteria, that which roles are to become redundant, are one of the toughest parts while implementing the redundancy procedure. It is necessary to be very fair while selecting employee to be redundant especially when there are more than one employees working in a same job. Selection criteria should be applied fairly and equitably. Although employers conduct in these matters should be very sensible but there is no legal obligation on employers to discuss that organization is going for redundancy with the individuals employees beforehand. 

Those employees or staff members who are problematic for the charitable house and has little interests and motivation level should be considered strongly for redundancy. And organization should retain those who are profitable and efficient.

However ethically and socially employer should prepare their employees and discuss with the individual employees beforehand the need of redundancy and how it will be so that employees equally cooperate in this sensitive matter as there are many employees who are aggressive in nature and may not like abrupt redundancies.

What should be done?

They should adopt a very decent and fair process like explaining every employee through a meeting or any forum that how they are going to select and how staff will be made redundant. Employees and staff members should be given opportunity to put questions and requisitions. The whole staff should be well understood that why organization need redundancy.

Company should apply different selection criteria that every employee sees it as fair and equitable and possibility of every employee being selected is cent percent. There should be no favoritism all the decisions should be based on merits and on qualifications and knowledge.

Reductions made in the staffing are appropriate as the organization is retaining the number of employees who will be sufficient for the operations of the business. The responsibility of the retaining employees will be increased but that can be tackled by boosting up the morale and motivation level of employees so they feel the power of authority as the responsibility increases on them. By applying this procedure an organization can easily handle the sensitive issue of redundancy by keeping the management of the Caring for Children in the employees’ good books.

2. Engagement and Motivation

There are many theories made on the employees’ motivation, that what motivated him towards his job. There are many answers to this but all vary case to case. Some employees are motivated only by giving them monetary rewards and incentives and others seek motivation from non-monetary rewards such as giving them more sense of authority which boost their self-actualization and self-belonging and make them superior in others and etc.

No matter what but every human being want self-actualization in the end as his lower needs get fulfilled, whether he is a clerk or not. This tells us that motivation is dependent on social factors also and sometimes employees give more attention to the other social factors than the pay itself.

According to the Maslow “Hierarchy of Needs” theory the self-actualization has the highest level that ultimately the goal of every human being is to satisfy the highest level as the lower levels get satisfied. He supported that lower levels should be satisfied first in order to satisfy the higher level.

It is known that job satisfaction always arises from the work which is enjoyable. A job which has variety in itself and has challenging tasks will always satisfies the employees. The environment should be lively so employees feel motivated and enjoy doing their job. The organization should make their employees feel that they care for them and they take them as their assets.

Monetary rewards and non-monetary rewards goes side by side but as this is the charitable organization and going through financial distress so at this time the huge monetary awards may not be possible for the management to give to their employees but on non-monetary awards are not less in the importance. The non-monetary awards are a good way to increase the motivational level of employees by keeping their spirits and morale high so they feel they are the integral part of the organization.

Motivational Strategies

Applying simple low cost procedures management can easily motivate the employees as:

Ø  Appraisal of work

Ø  Face to Face compliments

Ø  Employee of the month

Ø  Acknowledgments

Ø  Reward the best suggestion

Ø  Implementing recreational activities

Ø  In-house sports competition

By applying these easy and low cost procedures the motivation and engagement of employees will certainly be improved and the results will be fruitful both for the staff and the company itslef.

3. Management Training

It would not be wrong to say that development in human resource has increased tremendously. It has given great importance and nowadays every organization takes the human resource development with a long term perspective. 

Human Resource director of any organization really wants to train their employees as some employees really lack the management’s skills but as per the financial expenses the director should opt those methods which are equally efficient and cost effective. There are many benefits of the management training which are:

Training Benefits

Ø  Management Training increases the productivity of the employees so the organization may attain the long term goals and objectives.

Ø  Training boost up the team spirit, sense of team work and inter team collaborations.

Ø  Training also increases the effectives among the employees and improves the whole organizational culture

Ø  Training makes the employees flexible so they can easily adapt the changes in the environment.

Ø  Training helps the employee to achieve individual as well as organizational goals simultaneously.

Ø  Training develops the leadership skills so they can participate effectively in decision making process

Ø  Management Training helps in developing the personalities of the employees

Methods of Training

There are very popular management training methods which most of the organizations nowadays use and which are cost effective and resulting too are On the Job training and Off the Job training.


On the Job training

The effectiveness of this method is well known and don’t need any elaborations on its efficiency. This is the most used method for training managers. This training method increases the knowledge, skill and talent of the employee so they do their jobs at most efficient level and with greater accuracy level. Job training is very important both for the employee and the organization itself. This makes sure that employee is doing his job correctly.

Training has several other ways too like coaching, workshops, seminars, etc

Senior managers can also train the operating managers as this will reduce the cost of hiring the outside trainers. 

Off the Job Training

This training occurs outside the premises. This involves the assessments and examinations etc. This training involves the activities not related to their job tasks. This training improves the overall personality and knowledge of the employees so they easily adapt themselves according to the changing environment.

Management of an organization should opt the training methods that are efficient and cost effective. They should analyze whether the in house trainers should be hired or they should outsource it depending on the cost efficiency. The director should go for training in each branch or settle the schedule such so that every manager from the branch can be at some specific place where all can have combined training.