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Termination Resources

Terminating employees is an unfortunate, but important function of talent management. HR professionals are often experts at employment law and understand the rules and regulations surrounding the hiring and termination of employees. Unfortunately, that knowledge does not often extend to departmental managers, who are often the people most involved in the process.

Successful organizations should do everything they can to build strong management competencies and knowledge of best practices throughout their entire organization. This can sometimes be achieved through an integration of HR knowledge and practices throughout the organization; in practical terms, this can be implemented through frequent and active HR participation in managerial meetings and through the development of strong HR policies and staff development programs.

In addition, greater quantification of labor needs can leads to more efficient resourcing, which can then lead to less need for layoffs and terminations. Properly mapping out labor needs according to anticipated demand for products and service can help map out long term workforce and talent needs. Too often, poor planning or overly aggressive expansion can be caused from lack of internal communication between senior management and HR and the line level business management.
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Staff termination is part of the functions of the HR department. While it is not a particularly pleasant aspect of the work, it is a necessary one. When handled properly with sufficient tact and support, the termination experience can be a less stressful one for both parties. In addition, there should be proper guidelines to follow to ensure that the interests of both the employee and organisation are sufficiently protected.

There are basically two forms of termination - voluntary and involuntary. In the former, which includes resignation and retirement, the employee will give an advance notice about his intention to leave the organisation. This is to let the organisation have sufficient time to make alternative arrangements to cover for his departure, either through internal staff movements or new hirings. In the event of a breach of contract by the employer, the employee is not obliged to give any advance notice.

For involuntary termination, which includes dismissal and retrenchment, the employer is not obliged to provide any advance notice. Depending on the circumstances, termination could be immediate with no severance pay. There could be several reasons for dismissal, such as an unsatisfactory probation, breach of contract by the employee or misconduct by the employee. Regardless of the reasons behind dismissal, there is a set of legal and ethical guidelines for doing so. After all, why and how an employee is dismissed will send a signal to the remaining employees about the working culture of the organisation. Hence, it is recommended that the procedure be kept professional. While feedback is given to the employee, it should be done in an impartial and impersonal manner.