Tags |
|
|
Links |
|
|
Casual Articles - Use The Right Risk Management Framework For End Of Employment Decisions
AuctionTip #1: Howto Put an Atractive Background in Your OnlineAuction AdPage 1 of 9AuctionTip #1: How to Put an Attractive Background in Your Online Auction AdHave you ever visited an auction and noticed a peculiar and catchy background?Here's how to do it. First of, go background texture hunting at this site: http:/www.grsites.com/textures/ Once you find one- upload it to a free image host like: htp:/www.honesty.comNow, for the moment you're been waiting for. This requires HTML so don't faint on me. Make sure this is the first thing that appears in your ad html:That's the code you'l need.AuctionTip #2: The BEST Types of Products to SellWithout a doubt, there are a few types of products you'll need to sel in order to become realy successful on eBay…Here are the 3 types of products you should try to sel if possible:ConsumableExample would be anything a person would buy and use up and
GOODBYE SCENARIO
As a verb, “Goodbye” denotes parting. Saying “goodbye” assumes that once employees leave the building, they will never be a factor for the firm’s future. The relationship was transactional and the transaction is now over. If the firm defines termination as a goodbye scenario, the firm should be guided by a business mod
It can be a major source of frustration trying to keep up with all of the business-related information, newsletters, updates, offers and so on that land in your email box. And although there may be no perfect way to ensure that you can read everything you want to and need to in order to stay current, while at the same time preserving enough time to do the work you need to do to keep your business functioning., I have found a method that cuts down on the worst of the time wasters and streamlines the remaining reading. 1. Weed it out - Anytime I find that I am not getting full value for my time from a newsletter, ezine or other informational email source, even though I may be getting some good stuff, out it goes. Chances are that I am either getting or can get the same info through another, more ROI-positive source. 2. Save it for a specific time - Resources for Entrepreneurs
So, you've decided you want to start your own business. You have a novel product to sell or an expert service to deliver. You're sure of your abilities to produce products or deliver services. But you're a little intimidated by the other rolls you must learn as a small business owner: salesman, marketer, accountant, human resources manager and more. Luckily there are a number of excellent resources for beginning entrepreneurs to learn the ropes of owning their own business. Among the wide array of resources available, the two that are most constantly cited by small business owners as the best available are the United States Small Business Administration and local Chambers of Commerce.The Small Business Administration has offices in most parts of the country. Although getting face-to-face assistance has become a bit more difficult in recent years due to budget cuts ordered by the Bush administration, the Small Business Administration also has a website packed with helpful information, forms, tutorials and online course
At the other end of the employment termination continuum are companies that treat departing employees with the same corporate rationale as they treat office refuse: Remove it with as little cost as possible and do not involve us in litigation. We don’t care what happens to our refuse or our former employees after exiting the facility.
These two approaches represent extreme ends of attitude towards end of employment decisions. Where does your company fit? Where should it fit?
The purpose of this article is to provide leaders with a framework for helping them decide where on this continuum their company ought to be. And we want to provide a framework with a more business-like rationale than, “It’s nice to be nice.”
In planning for terminations, it might be useful to look at the threat analysis framework developed by the 2005 Nobel Prize for Economics winner, Thomas C. Schelling. Schelling is professor of Economics at the University of Maryland. He received his Award for applying game theory to conflict. His focus was on the weapons issues but we have applied his ideas to the design of executive termination packages.
Schelling says “uncertain retaliation is more efficient than certain retaliation” when bargaining and “the capability to retaliate is more useful than the ability to defend.” Now let’s get practical.
GOODBYE SCENARIO
As a verb, “Goodbye” denotes parting. Saying “goodbye” assumes that once employees leave the building, they will never be a factor for the firm’s future. The relationship was transactional and the transaction is now over. If the firm defines termination as a goodbye scenario, the firm should be guided by a business mod
Many companies screen the employees before recruiting them. This helps them weed out undesirable candidates at the outset. It also protects them from litigation, regulators and the risk of high turnover. Besides verifying the details on your resume, employers most commonly screen for criminal behavior, drug abuse, regulatory violations, and appearances on a terrorist watch list. They also keep a check on employees’ tax liens, bankruptcy filings, ongoing divorce or custody proceedings, driving violations or bounced checks. Employers are also concerned that someone with monetary problems, health issues or family concerns may not be fully focused on the job. During the screening process, companies gauge a candidate’s temper, social skills, and reaction to stress, attitudes and how they handle tough situations.Screening Parameters: Employers generally screen employees on the following parameters: • Social Security Number Trace. Especially if a candidate has a change of name. • Criminal record check. This
These two approaches represent extreme ends of attitude towards end of employment decisions. Where does your company fit? Where should it fit?
The purpose of this article is to provide leaders with a framework for helping them decide where on this continuum their company ought to be. And we want to provide a framework with a more business-like rationale than, “It’s nice to be nice.”
In planning for terminations, it might be useful to look at the threat analysis framework developed by the 2005 Nobel Prize for Economics winner, Thomas C. Schelling. Schelling is professor of Economics at the University of Maryland. He received his Award for applying game theory to conflict. His focus was on the weapons issues but we have applied his ideas to the design of executive termination packages.
Schelling says “uncertain retaliation is more efficient than certain retaliation” when bargaining and “the capability to retaliate is more useful than the ability to defend.” Now let’s get practical.
GOODBYE SCENARIO
As a verb, “Goodbye” denotes parting. Saying “goodbye” assumes that once employees leave the building, they will never be a factor for the firm’s future. The relationship was transactional and the transaction is now over. If the firm defines termination as a goodbye scenario, the firm should be guided by a business mod
I flew Business Class on one of the world’s largest airlines and found myself in a chair padded for pleasure.This up-to-date seating boasts an impressive list of features: reclining back with adjustable lumbar support, extended leg rest, electronic ‘rolling massage’, adjustable headrest with padded wings, two reading lights, a power point for laptop computers, a telephone, Internet connection, special built-in pouch for personal effects, large video screen with 14 movie selections, 19 audio channels, and noise-canceling headphones.I was so impressed, I decided to write some positive feedback for the airline on the spot. I asked the friendly cabin crew member for a ‘comment card’ and a pen.She handed me a pen from her pocket that read ‘Narita Tokyu Hotel’ and said she would look for a comment card, but wasn’t sure if there were any aboard.She returned a few moments later and handed me an airline writing kit with three postcards, two envelopes, and two sheets of airline stationery in an attractive b
In planning for terminations, it might be useful to look at the threat analysis framework developed by the 2005 Nobel Prize for Economics winner, Thomas C. Schelling. Schelling is professor of Economics at the University of Maryland. He received his Award for applying game theory to conflict. His focus was on the weapons issues but we have applied his ideas to the design of executive termination packages.
Schelling says “uncertain retaliation is more efficient than certain retaliation” when bargaining and “the capability to retaliate is more useful than the ability to defend.” Now let’s get practical.
GOODBYE SCENARIO
As a verb, “Goodbye” denotes parting. Saying “goodbye” assumes that once employees leave the building, they will never be a factor for the firm’s future. The relationship was transactional and the transaction is now over. If the firm defines termination as a goodbye scenario, the firm should be guided by a business mod
A leader’s roleIn any change project, a leader must wear many hats, however his/her role can be split into two key areas:1. Set the strategic direction of the change and;2. Convince everyone of its importance.The importance of the first part of this role is generally understood and is for another article on another day, however the second part is often overlooked (or done very badly) and can be of even greater importance.Where this point is addressed, it is generally done by giving presentations and distributing memos. Although these can be necessary, they are often ignored or just paid lip service if the most important method of communicating the importance of the project is missed – action.“Do as I say, not as I do!”Many of us will have heard this line from our parents (some of us just might have been known to use it with our own kids now and again), but can we remember how patronising it felt?Too often this is the message communicated to employees from
GOODBYE SCENARIO
As a verb, “Goodbye” denotes parting. Saying “goodbye” assumes that once employees leave the building, they will never be a factor for the firm’s future. The relationship was transactional and the transaction is now over. If the firm defines termination as a goodbye scenario, the firm should be guided by a business model that says, “What’s the least expensive way of terminating this relationship consistent with reducing legal risks?”
AUWIEDERSEHEN SCENARIO
“Auwiedersehen” is a German word that is often used when people depart. But Auwiedersehen is not “Goodbye.” It literally means, “Until we meet again.” Saying “Auwiedersehen” assumes that once employees physically leave the building, they have only physically left the building. They can continue to be factors for the company’s success or failure. For example:
Once their non-compete agreements end, they may join other firms in your industry. Will they be opponents of your M&A plans or attempts to foster industry-wide standards or strategic alliances?
As you seek to attract new talent to your company, are the people you terminated considered thought leaders in your physical or industry community? Will they caution new talent about joining?
Once their non-compete agreements end, they could work for customers or potential customers and encourage customers to go elsewhere.
Each of these scenarios assumes capability of retaliation plus degrees of uncertainty about that retaliation. This is the Schelling scenario. Signing a Waiver of Rights either does not reduce these risks or reduces it for a defined period of time. From a company perspective, the two questions are:
• How much higher than zero is the probability of retaliation?
• Does it matter?
ARE COMPANIES EMPLOYING TOO NARROW A PERSPECTIVE ABOUT RISK MANAGEMENT WHEN MAKING TERMINATION DECISIONS?
With many of our client companies, termination discussions often involve representatives from Finance, HR, and Legal meeting to discuss risk management and cost factors. All three functional perspectives are important. They are also incomplete.
In examining risk factors, the voice of marketing and strategy need to be at the table.
We employ a framework like the one below to help structure the conversation.
TERMINATION THREAT ANALYSIS ONCE NON-COMPETITION AND NON-DISPARAGEMENT AGREEMENTS LAPSE.
Rate each factor on a 0-9 scale. A score of “0” means that the factor does not apply. “1” means
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.casualarticles.com/article/22215/casualarticles-Use-The-Right-Risk-Management-Framework-For-End-Of-Employment-Decisions.html">Use The Right Risk Management Framework For End Of Employment Decisions</a>
BB link (for phorums):
[url=http://www.casualarticles.com/article/22215/casualarticles-Use-The-Right-Risk-Management-Framework-For-End-Of-Employment-Decisions.html]Use The Right Risk Management Framework For End Of Employment Decisions[/url]
Related Articles:
Running a Business is Like Gardening
Audit Jobs Overview and Requirements
Nine Steps to Corporate Success for Employees of Any Age
Bookmark it:
|