Cutting off the nose to spite the face?

How many executives out there are looking at eliminating employees through a basic “head count” approach rather than taking a longer and deeper look into the subject? Odds are you may be doing the very same thing and not realize the repercussions you could be facing much further down the road.

This headcount reduction planning may not be the best idea for your organization because it would fail you in the long-term planning. So if you feel you are going about reductions in force the wrong way, this article caught my eye and could prove to be valuable to you, if perhaps you missed it.

Basically the author cites a survey that was conducted in October in which it found that 40 percent of respondents of 129 large North American companies said “that workforce planning has become more important to their organization’s success since the economic downturn began” and “almost one-third have begun to increase activity around it.”

More interesting is the observation that a whopping 77 percent of people polled stated that “attracting critical-skill employees continued to be a challenge” and “60 percent said attracting top performers was a challenge.”

Interesting, isn’t it? How during a recession, sometimes finding the right people to fit into the company would be more difficult than previously imagined?

…but when you really begin to think about it, it makes perfect sense. Savvy companies are not going to let critical people go during hard times. It just makes it that much harder to get them back or find them once the economy turns around.

Planning during this time, rather than just randomly lopping off heads, ensures that your company is operating at an efficient level in order to get a head start against the competition once people begin buying whatever the product or service is in your respective industry.

Here is one of the author’s final comment on the subject; “Companies have learned from the past that, when they don’t downsize strategically, they end up cutting talent where they shouldn’t and when business conditions improve, they find that not only do they not have the talent they need, but that talent is harder than ever to find.

To read more about this issue, check this article out:

http://www.hreonline.com/HRE/story.jsp?storyId=156572584

--C. Cook

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