Downsizing in America: Employee Empowerment and Engagement

Downsizing in America: Employee Empowerment and Engagement
employ new cost cutting technologies
Employ the use of designs for manufacturability products.
Mechanize most processes that are labor intensive
Acquire more energy efficient manufacturing machines


modify compensation and benefits Scheme
reducing compensation costs on the in job activities
Eliminating overtime payments
 reducing the working hours
consider Cutting on salaries as opposed to laying off employees
eliminate free lunches
Eliminate related benefits like burial benevolent funds and related incentives.

undertake Talent management strategies
Offering workforce transition lessons and help the laid employees start their own ventures
Offer early retirement alternatives where they leave job on voluntary basis.
Freeze hiring of new employees to ensure that there is no overburdening of the salary expenses
retrench temporary employees go as a cost cutting measure
In state job sharing to ensure that the permanent employees take those positions too.

Moving employees to performing regions
Move employees to regions where the company is faring well to ensure people aren’t laid off.
Lay off excess employees in a batch
 initiate an Employee assistance plan for counseling the dismissed and those remaining

References
Baumol, W. J., Blinder, A. S., & Wolff, E. N. (2003). Downsizing in America: reality, causes and consequence. New York: Russel, Sage.
Burke, R. J. (2000). The Organiztion In Crisis: downsizing, restructuring, and privatization. Oxford, UK: Malden, Mass.
Deems, R., & Deems, T. A. (2007). The managers pocket Guide to downsizing with confidence. Amherst Mass: HRD press.
Garber, P. R. (2008). Downsizing. Amherst, Mass: HRD press.