S-Space College of Business Administration/Business School (경영대학/대학원) Institute of Industrial Relations (노사관계연구소) Seoul Journal of Industrial Relations (노사관계연구) Journal of industrial relations vol.11 (2000) (노사관계연구)
人的資源 放出管理의 類型과 展開方向
- Issue Date
- 서울대학교 노사관계연구소
- Journal of industrial relations, Vol.11, pp. 473-499
- Release Management is an issue as important as recruiting or retaining in Human Resource Management field. Because of the growing worldwide competition, companies are under strong pressure to become smaller and slenderer organization containing less slack resources. Since human is the major resource of a company. it is the main target of organizational restructuring or reengineering process. And releasing plan including layoff is usually a core part of those restructuring projects. Enhancing organizational competitiveness is the ultimate goal of release management. In order to reach the goal, companies should set up systematic release management model focused not on short-term cost efficiency but on long-term organization-wide restructuring planning. Involuntary retirement oriented release project might be hazardous to Korean companies which have not experienced mass layoffs before. After forcing many employees to quit their jobs, some companies have acquired not competitiveness but severe labor-management conflict. The best way to minimize the side effect of releasing practice is that companies do not have any layoff. Companies should make every effort to avoid releasing their employees. Internal release management such as job sharing should be done before firing any employee. Since each company is facing different environment, pattern of release management practice is different from company to company. Reducing working hour, temporary layoff. delaying recruiting plan, job reassignment, training, and compensation adjustment are good examples of internal release management practice. When a company has to release its employees, selection should be made carefully enough and procedural justice should be firmly established. And presenting inplacement or outplacement service packages should be considered to support employees who are adjusting themselves to incoming or outgoing situation.