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EMPLOYEE DOWNSIZING

DOWNSIZING BLUES ALL OVER THE WORLD

The job markets across the world looked very gloomy in the early 21st century, with many
companies having downsized a considerable part of their employee base and many more revealing
plans to do so in the near future. Companies on the Forbes 500 and Forbes International 800 lists
had laid off over 460,000 employees' altogether, during early 2001 itself.

This trend created havoc in the lives of millions of employees across the world, Many people lost
their jobs at a very short or no advance notice, and many others lived in a state of uncertainty
regarding their jobs. Companies claimed that worldwide economic slowdown during the late-1990s
had had forced them to downsize, cut costs, optimize resources and survive the slump. Though the
concept of downsizing had existed for a long time, its use had increased only recently, since the
late-1990s. (Refer Table I for information on downsizing by major companies).

Analysts commented that downsizing did more damage than good to the companies as it resulted in
low morale of retained employees, loss of employee loyalty and loss of expertise as key
personnel/experts left to find more secure jobs. Moreover, the uncertain job environment created
by downsizing negatively effected the quality of the work produced. Analysts also felt that most
companies adopted downsizing just as a 'me-too' strategy even when it was not required.

However, despite these concerns, the number of companies that chose to downsize their employee
base increased in the early 21st century. Downsizing strategy was adopted by almost all major
industries such as banking, automobiles, chemical, information technology, fabrics, FMCG, air
transportation and petroleum. In mid-2002, some of the major companies that announced
downsizing plans involving a large number of employees included Jaguar (UK), Boeing (US), Charles
Schwab (US), Alactel (France), Dresdner (Germany), Lucent Technologies (US), Ciena Corp. (US)
and Goldman Sachs Group (US). Even in companies' developing countries such as India, Indonesia,
Thailand, Malaysia and South Korea were going in for downsizing.

TABLE I
DOWNSIZING BY MAJOR COMPANIES (1998-2001)

 No. of Employees
YEAR COMPANY INDUSTRY
Downsized
1998  Boeing  Aerospace  20,000
1998  CitiCorp  Banking  7,500
1998  Chase Manhattan Bank  Banking  2,250
1998  Kellogs  FMCG  1,00
1998  BF Goodrich  Tyres  1,200
1998  Deere & Company  Farm Equipment  2,400
1998  AT&T  Telecommunications  18,000
1998  Compaq  IT  6,500
1998  Intel  IT  3,000
1998  Seagate  IT  10,000
1999  Chase Manhattan Bank  Banking  2,250
1999  Boeing  Aerospace  28,000
1999  Exxon-Mobil  Petroleum  9,000
2000  Lucent Technologies  IT  68,000
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2000  Charles Schwab  IT  2,000

2001  Xerox  Copiers  4,000
2001  Hewlett Packard  IT  3,000
2001  AOL Time Warner  Entertainment  2,400

THE FIRST PHASE 

Till the late-1980s, the number of firms that adopted downsizing was rather limited, but the
situation changed in the early-1990s. Companies such as General Electric (GE) and General Motors
(GM) downsized to increase productivity and efficiency, optimize resources and survive competition
and eliminate duplication of work after M&As. Some other organizations that made major job cuts
during this period were Boeing (due to its merger with McDonnell Douglas), Mobil (due to the
acquisition of Exxon), Deutsche Bank (due to its merger with Bankers Trust) and Hoechst AG (due
to its merger with Rhone-Poulenc SA).

According to analysts, most of these successful companies undertook downsizing as a purposeful

and proactive strategy. These companies not only reduced their workforce, they also redesigned
their organizations and implemented quality improvement programs. During the early and mid-
1990s, companies across the world (and especially in the US), began focusing on enhancing the
value of the organization as a whole. According to Jack Welch, the then GE CEO, "The ultimate test
of leadership is enhancing the long-term value of the organization. For leaders of a publicly held
corporation, this means long-term shareholder value." In line with this approach to leadership, GE
abandoned policy of lifetime employment and introduced the concept of contingent employment.
Simultaneously, it began offering employees the best training and development opportunities to
constantly enhance their skills and performance and keep pace with the changing needs of the
workplace.

During this period, many companies started downsizing their workforce to improve the image of the
firm among the stockholders or investors and to become more competitive. The chemical industry
came out strongly in favor of the downsizing concept in the early 1990s. Most chemical and drug
companies restricted their organizations and cut down their employee base to reduce costs and
optimize resources.

As the perceived value of the downsized company was more than its actual value, managers
adopted downsizing even though it was not warranted by the situation. A few analysts blamed the
changes in the compensation system for executive management for the increase in the number of
companies downsizing their workforce in 1990s. In the new compensation system, managers were
compensated in stock options instead of cash. Since downsizing increased the equity value
(investors buy the downsizing company's stocks in hope of future profitability) of the company,
managers sought to increase their wealth through downsizing. Thus, despite positive economic
growth during the early 1990s, over 600,000 employees were downsized in the US in 1993.

However, most companies did not achieve their objectives and, instead, suffered the negative
effects of downsizing. A survey conducted by the American Management Association revealed that
less than half of the companies that downsized in the 1990s saw an increase in profits during that
period. The survey also revealed that a majority of these companies failed to report any
improvements in productivity.

One company that suffered greatly was Delta Airlines, which had laid off over 18,000 employees
during the early 1990s. Delta Airlines realized in a very short time that it was running short of
people for its baggage handling, maintenance and customer service departments. Though Delta
succeeded in making some money in the short run, it ended up losing experienced and skilled
workers, as a result of which it had to invest heavily in rehiring many workers.

As investors seemed to be flocking to downsizing companies, many companies saw downsizing as a

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tool for increasing their share value. The above, coupled with the fact that senior executive salaries
had increased by over 1000% between 1980 and 1995, even as the layoff percentage reached its
maximum during the same period, led to criticism of downsizing.

In light of the negative influence that downsizing was having on both the downsized and the
surviving employees, some economists advocated the imposition of a downsizing tax (on downsizing
organizations) by the government to discourage companies from downsizing. This type of tax
already existed in France, where companies downsizing more than 40 workers had to report the
same in writing to the labor department. Also, such companies had liable to pay high severance
fees, contribute to an unemployment fund, and submit a plan to the government regarding the
retraining program of its displaced employees (for their future employment). The tax burden of such
companies increased because they were no longer exempt from various payroll taxes.

However, the downsizing tax caused more problems than it solved. As this policy restrained a
company from downsizing, it damaged the chances of potential job seekers to get into the
company. This tax was mainly responsible for the low rate of job creation and high rates of
unemployment in many European countries, including France.

THE SECOND PHASE

By the mid-1990s, factors such as increased investor awareness, stronger economies, fall in
inflation, increasing national incomes, decrease in level of unemployment, and high profits, reduced
the need for downsizing across the globe. However, just as the downsizing trend seemed to be on a
decline, it picked up momentum again in the late-1990s, this time spreading to developing countries
as well.

This change was attributed to factors such as worldwide economic recession, increase in global
competition, the slump in the IT industry, dynamic changes in technologies, and increase in the
availability of a temporary employee base. Rationalization of the labor force and wage reduction
took place at an alarming rate during the late 1990s and early 21st century, with increased
strategic alliances and growing popularity of concepts such as lean manufacturing and outsourcing .

Criticism of downsizing and its ill-effects soon began resurfacing. Many companies suffered from
negative effects of downsizing and lost some of their best employees. Other problems such as the
uneven distribution of employees (too many employees in a certain division and inadequate
employees in another), excess workload on the survivors, resistance to change from the survivors,
reduced productivity and fall in quality levels also cropped up. As in the early 1990s, many
organizations downsized even though it was not necessary, because it appeared to be the popular
thing to do.

Due to the loss of experienced workers, companies incurred expenditure on overtime pay and
employment of temporary and contract workers. It was reported that about half of the companies
that downsized their workforce ended up recruiting new or former staff within a few years after
downsizing because of insufficient workers or lack of experienced people. The US-based global
telecom giant AT&T was one such company, which earned the dubious reputation of frequently
rehiring its former employees because the retained employees were unable to handle the work load.

AT&T frequently rehired former employees until it absorbed the 'shock' of downsizing. It was also
reported that in some cases, AT&T even paid recruitment firms twice the salaries of laid-off workers
to bring them back to AT&T. A former AT&T manager commented, "It seemed like they would fire
someone and [the worker] would be right back at their desk the next day." Justifying the above,
Frank Carrubba, Former Operations Director, AT&T, said, "It does not happen that much, but who
better to bring back than someone who knows the ropes?" Very few people bought this argument,
and the rationale behind downsizing and then rehiring former employees/recruiting new staff began
to be questioned by the media as well as the regulatory authorities in various parts of the world.

Meanwhile, allegations that downsizing was being adopted by companies to support the increasingly
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fat pay-checks of their senior executives increased. AT&T was again in the news in this regard. In
1996, the company doubled the remuneration of its Chairman, even as over 40,000 employees
were downsized. Leading Internet start-up AOL was also criticized for the same reasons. The
increase in salary and bonuses of AOL's six highest paid executive officers was between 8.9% to
25.2% during 2000. The average increase in salary and bonus of each officer was about 16%, with
the remuneration of the CEO exceeding $73 million during the period. Shortly after this raise, AOL
downsized 2,400 employees in January 2001.

Following the demand that the executive officers should also share in the 'sacrifice' associated with
downsizing, some companies voluntarily announced that they would cut down on the remuneration
and bonuses of their top executives in case of massive layoffs. Ford was one of the first companies
to announce such an initiative. It announced that over 6,000 of its top executives, including its CEO,
would forgo their bonus in 2001. Other major companies that announced that their top executives
would forgo cash compensations when a large number of workers were laid off were AMR Corp.,
Delta, Continental and Southwest Airlines. In addition to the above, companies adopted many
strategies to deal with the criticisms they were facing because of downsizing.

TACKLING THE EVILS OF DOWNSIZING

During the early 21st century, many companies began offering flexible work arrangements to their
employees in an attempt to avoid the negative impact of downsizing. Such an arrangement was
reported to be beneficial for both employees as well as the organization. A flexible working
arrangement resulted in increased morale and productivity; decreased absenteeism and employee
turnover, reduced stress on employees; increased ability to recruit and retain superior quality
employees improved service to clients in various time zones; and better use of office equipment and
space. This type of arrangement also gave more time to pursue their education, hobbies, and
professional development, and handle personal responsibilities.

The concept of contingent employment also became highly popular and the number of organizations
adopting this concept increased substantially during the early 21st century. According to the Bureau
of Labor Statistics (BLS), US, contingent employees were those who had no explicit or implicit
contract and expected their jobs to last no more than one year. They were hired directly by the
company or through an external agency on a contract basis for a specific work for a limited period
of time.

Companies did not have to pay unemployment taxes, retirement or health benefits for contingent
employees. Though these employees appeared on the payroll, they were not covered by the
employee handbook (which includes the rights and duties of employers and employees and
employment rules and regulations). In many cases, the salaries paid to them were less than these
given to regular employees performing similar jobs. Thus, these employees offered flexibility
without long-term commitments and enabled organizations to downsize them, when not required,
without much difficulty or guilt. Analysts commented that in many cases HR managers opted for
contingent employees as they offered the least resistance when downsized.

However, analysts also commented that while contingent employment had its advantages, it posed
many problems in the long run. In the initial years, when contingent employment was introduced,
such employees were asked to perform non-critical jobs that had no relation to an organization's
core business. But during the early 2000s, contingent employees were employed in core areas of
organizations. This resulted in increased costs as they had to be framed for the job. Not only was
training time consuming, its costs were recurring in nature as contingent employees stayed only for
their specified contract period and were soon replaced by a new batch of contingent employees.
Productivity suffered considerably during the period when contingent employees were being trained.
The fact that such employees were not very loyal to the organization also led to problems.

Analysts also found that most contingent employees preferred their flexible work arrangements and
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were not even lured by the carrot (carrot and stick theory of motivation) of permanent employment
offered for outstanding performance. In the words of Paul Cash, Senior Vice President, Team
America (a leasing company), "It used to be that you worked as a temp to position yourself for a
full-time job. That carrot is not there any more for substantial numbers of temps who prefer their
temporary status. They do not understand your rules, and if they are only going to be on board for
a month, they may never understand." With such an attitude to remain outside the ambit of
company rules and regulations, contingent employees reportedly failed to develop a sense of loyalty
toward the organization. Consequently, they failed to completely commit themselves to the goals of
the organization.

According to some analysts, the contingent employment arrangement was not beneficial to
contingent employees. Under the terms of the contract, they were not eligible for health,
retirement, or overtime benefits. Discrimination against contingent employees at the workplace was
reported in many organizations. The increasing number of contingent employees in an organization
was found to have a negative effect on the morale of regular employees. Their presence made the
company's regular employees apprehensive about their job security. In many cases regular
employees were afraid to ask for a raise or other benefits as they feared they might lose their jobs.

Though contingent employment seemed to have emerged as one of the solutions to the ills of
downsizing, it attracted criticism similar to those that downsizing did. As a result, issues regarding
employee welfare and the plight of employees, who were subject to constant uncertainty and
insecurity regarding their future, remained unaddressed. Given these circumstances, the best option
for companies seemed to be to learn from those organizations that had been comparatively
successful at downsizing.

LESSONS FROM THE 'DOWNSIZING BEST PRACTICES' COMPANIES

In the late 1990s, the US government conducted a study on the downsizing practices of firms
(including major companies in the country). The study provided many interesting insights into the
practice and the associated problems. It was found that the formulation and communication of a
proper planning and downsizing strategy, the support of senior leaders, incentive and compensation
planning and effective monitoring systems were the key factors for successful downsizing.

In many organizations where downsizing was successfully implemented and yielded positive results,
it was found that senior leaders had been actively involved in the downsizing process. Though the
downsizing methods used varied from organization to organization, the active involvement of senior
employees helped achieve downsizing goals and objectives with little loss in quality or quantity of
service. The presence and accessibility of senior leaders had a positive impact on employees - those
who were downsized as well as the survivors. According to a best practice company source,
"Managers at all levels need to be held accountable for - and need to be committed to - managing
their surplus employees in a humane, objective, and appropriate manner. While HR is perceived to
have provided outstanding service, it is the managers' behavior that will have the most impact." In
many companies, consistent and committed leadership helped employees overcome organizational
change caused by downsizing.

HR managers in these companies participated actively in the overall downsizing exercise. They
developed a employee plan for downsizing, which covered issues such as attrition management and
workforce distribution in the organization. The plan also included the identification of skills needed
by employees to take new responsibilities and the development of training and reskilling programs
for employees. Since it may be necessary to acquire other skills in the future, the plan also
addressed the issue of recruitment planning.

Communication was found to be a primary success factor of effective downsizing programs.

According to a survey conducted in major US companies, 79% of the respondents revealed that
they mostly used letters and memorandums from senior managers to communicate information
regarding restructuring or downsizing to employees. However, only 29% of the respondents agreed
that this type of communication was effective.

The survey report suggested that face-to-face communication (such as briefings by managers and
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small group meetings) was a more appropriate technique for dealing with a subject as traumatic (to
employees) as downsizing. According to best practice companies, employees expected senior
leaders to communicate openly and honestly about the circumstances the company was facing
(which led to downsizing).

These companies also achieved a proper balance between formal and informal forms of
communication. A few common methods of communication adopted by these companies included
small meetings, face to face interaction, one-on-one discussion, breakfast gatherings, all staff
meetings, video conferencing and informal employee dialogue sessions, use of newsletters, videos,
telephone hotlines, fax, memoranda, e-mail and bulletin boards; and brochures and guides to
educate employees about the downsizing process, employee rights and tips for surviving the
situation.

Many organizations encouraged employees to voice their ideas, concerns or suggestions regarding
the downsizing process. According to many best practice organizations, employee inputs contributed
considerably to the success of their downsizing activities as they frequently gave valuable ideas
regarding the restructuring, increase in production, and assistance required by employees during
downsizing.

Advance planning for downsizing also contributed to the success of a downsizing exercise. Many
successful organizations planned in advance for the downsizing exercise, clearly defining every
aspect of the process. Best practice companies involved employee union representatives in
planning. These companies felt it was necessary to involve labor representatives in the planning
process to prevent and resolve conflicts during downsizing.

According to a survey report, information that was not required by companies for their normal day-
to-day operations, became critical when downsizing. This information had to be acquired from
internal as well as external sources (the HR department was responsible for providing it). From
external sources, downsizing companies needed to gather information regarding successful
downsizing processes of other organizations and various opportunities available for employees
outside the organization. And from internal sources, such companies need to gather demographic
data (such as rank, pay grade, years of service, age, gender and retirement eligibility) on the entire
workforce. In addition, they required information regarding number of employees that were
normally expected to resign or be terminated, the number of employees eligible for early
retirement, and the impact of downsizing on women, minorities, disabled employees and old
employees.

The best practice organizations gathered information useful for effective downsizing from all
possible sources. Some organizations developed an inventory of employee skills to help
management take informed decisions during downsizing, restructuring or staffing. Many best
practice organizations developed HR information systems that saved management's time during
downsizing or major restructuring by giving ready access to employee information.

The major steps in the downsizing process included adopting an appropriate method of downsizing,
training managers about their role in downsizing, offering career transition assistance to downsized
employees, and providing support to survivors. The various techniques of downsizing adopted by
organizations included attrition, voluntary retirement, leave without pay or involuntary separation
(layoffs). According to many organizations, a successful downsizing process required the
simultaneous use of different downsizing techniques. Many companies offered assistance to
downsized employees and survivors, to help them cope with their situation.

Some techniques considered by organizations in lieu of downsizing included overtime restrictions,

union contract changes, cuts in pay, furloughs, shortened workweeks, and job sharing. All these
approaches were a part of the 'shared pain' approach of employees, who preferred to share the pain
of their co-workers rather than see them be laid-off. Training provided to managers to help them
play their role effectively in the downsizing process mainly included formal classroom training and
written guidance (on issues that managers were expected to deal with, when downsizing). The
primary focus of these training sessions was on dealing with violence in the workplace during
downsizing.

According to best practice companies, periodic review of the implementation process and immediate
identification and rectification of any deviations from the plan minimized the adverse effects of the
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downsizing process. In some organizations, the progress was reviewed quarterly and was published
in order to help every manager monitor reductions by different categories. These categories could
be department, occupational group (clerical, administrative, secretarial, general labor), reason
(early retirement, leave without pay, attrition), employment equity group (women, minorities,
disabled class) and region. Senior leaders were provided with key indicators (such as the effect of
downsizing on the organizational culture) for their respective divisions. Some organizations tracked
the progress and achievement of every division separately and emphasized the application of a
different strategy for every department as reaction of employees to downsizing varied considerably
from department to department.

Though the above measures helped minimize the negative effects of downsizing, industry observers
acknowledged the fact that the emotional trauma of the concerned people could never be
eliminated. The least the companies could do was to downsize in a manner that did not injure the
dignity of the discharged employees or lower the morale of the survivors.

QUESTIONS FOR DISCUSSION

1. Explain the concept of downsizing and describe the various downsizing techniques. Critically
evaluate the reasons for downsizing in organizations.

Answer-

Downsizing literally means reducing the size of the organization in order to cut costs, hive off
unprofitable operations and improve operational efficiency. In fact, it is a restructuring process to
meet the challenges of the environment. In the context of human resource management,
downsizing involves elimination of certain jobs with a view to cut pay bill and improves work
efficiency.

A business enterprise may reduce the staff which is in excess of its current requirements by

initiating voluntary retirement scheme (VRS).

Downsizing involves organisational restructuring which results in decreasing the size of the

organisation leading to a flat organisation structure so as to respond more readily to the pace of

environmental changes. In many cases, downsizing involves reducing the size of the organisation

through pruning of workforce.

Jobs are redesigned to merge duplicate operations and eliminate redundant jobs to decrease the

pay bill. Downsizing as a strategy has been adopted throughout the world to achieve operational

economies and increase efficiency to be able to survive and grow in the wake of uncertain

environment and cut-throat competition.

Organizations may go for downsizing for a variety of reasons; some of the major ones include the

following:

Reason # 1. To Solve the Problem of Initial Over-Staffing:

Due to faulty HR planning or to fulfil social commitment, some organizations may employ more

employees as against their actual requirement. Most government departments and public sector
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enterprises of Government of India face the problem of over-staffing. This is because the

government has the social responsibility to reduce unemployment in the country.

Reason # 2. To Deal with the Adverse Consequences of Economic Recession:

Recently, many organizations, under the pressure of the global economic recession, downsized their

organizations by laying off or retrenching employees. For example, Tata Motors laid off 6,000

temporary workers to tide over economic recession. Citigroup, an American financial company, axed

52,000 jobs globally, and its Indian arm, Citi India, laid off 37 employees, including senior

executives.

Reason # 3. To Take Advantage of Technological Advancements:

In the present times, rapid developments are taking place on the technology front. Automation,

computers, and the internet have changed the way business operations are carried out. Due to this,

the man-machine ratio has undergone a drastic change. Today, an organization requires less

manpower to perform the same amount of work, if not more. Thus, technological developments

made downsizing of organizations somewhat inevitable.

Reason # 4. To Concentrate on Core Activities and to Outsource Non-Core Activities:

To be successful in today’s competitive environment, most organizations prefer to concentrate on

activities in which they have core competence and outsource non-core activities. As a result, people

employed in non-core activities become surplus, thereby necessitating the need to downsize the

organization.
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2. Discuss the role of Human Resource in Downsizing. Evaluate various methods for implementing
Downsizing.

Answer-

The main challenge before an HR manager would always be to make efforts to save jobs and retain

talented employees. This is consistent with the HR philosophy that employees are valuable assets

and the intellectual capital.

However, when trimming of workforce becomes inevitable, an HR manager can take the following

steps/measures to give effect to downsizing with minimum negative consequences –

Proper Communication with Employees:

The first and the foremost task of an HR manager is to communicate with the employees and

explain to them the pressing reasons for downsizing. This will help minimize the negative effects of

rumours and ensure implementation of downsizing with no or low resistance.

Convincing Employees’ Unions and Winning their Support:

In order to smoothly implement downsizing, the HR manager must also communicate with

employees’ unions and convince them about the need to downsize. In India, the policy of ‘hire and

fire’ is not admired. It is often resisted by trade unions, as was observed recently in Jet Airways. It

first sacked 800 employees and announced that 1,100 more will be fired. However, a strong protest

from trade unions made the organization retract its statement within 24 hours.

Providing Outplacement Services:

Outplacement services are services which HR personnel provide to assist displaced employees find

placements outside the organization. These include finding alternative jobs, referral assistance,

resume preparation, and personal career counselling. Such a service goes a long way in winning the

confidence of displaced employees and will also not severely dent the reputation of the organization.

Working out Alternatives to Termination:

As far as possible, HR professionals must convince the company’s top management to terminate the

services of the surplus staff only as the last option, and try other methods to deal with the problem

of over-staffing.
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Some of these alternative methods may include the following:

(a) Retaining all Employees with Reduced Work Hours:

Working hours of all employees may be reduced by 20 per cent (say, from 40 hours a week to 32

hours a week). In this way, the company can spread 20 per cent decrease in work hours (and a

corresponding decrease of 20 per cent in pay) equitably across the entire workforce. This will help

the organization prevent the termination of 20 per cent surplus staff while still affecting a 20 per

cent decrease in costs incurred

b) Transferring/Reassigning Surplus Staff within the Organization

At times, it happens that the problem of surplus staff is not spread throughout the organization, but
is specific to a few sections. In such a situation, the HR manager may transfer employees from the
department where there is surplus staff to departments facing a staff shortage.

(c) Offering Incentives for Early Retirement:

To solve the problem of surplus staff with minimum pain, the organization can incentivize

employees to volunteer for early retirement by offering them additional ‘separation’ payments. Also

known as ‘early retirement buyout’, ‘VRS’, or ‘golden handshake’, this method is widely used to
encourage senior workers to leave the organization early .

d) Attrition and Hiring Freezes:

Attrition occurs when individuals quit, die, or retire and are not replaced. By use of attrition, no one

is cut out of a job. However, the remaining employees are required to the handle the increased

workload. Unless turnover is high, attrition will eliminate only a relatively small number of

employees in the short run. Therefore, employers may combine attrition with a freeze on hiring.

Employees usually understand this approach better than other methods of downsizing.

e) Laying Off Employees:

A layoff is a temporary separation of employees and it is done at the instance of the employer.
During the period of lay-off, employees are put on unpaid leaves of absence. Economic recession,
breakdown of machinery, shortage of power, frequent interruptions in supply of raw materials, etc.
are some of the reasons for lay-offs. When business improves for the employer, the employees can
be called back to work .
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Role of HR Personnel in Downsizing:

In this era of increasing complexity of managing human resources, downsizing has put further

challenge before HR personnel. They have caught in a fix between downsizing requirements and

employee requirements.

Therefore, they have to perform the following roles:

1. For effective implementation of downsizing strategy, it is essential that assessment of

requirements of employees is made on realistic basis. In this context, HR personnel should

prepare a long-term plan indicating the human resource requirements over a period of

time. Such a plan should indicate human resource requirements function- wise as well as

level-wise.

2. Most of the organizations rely on HR personnel to sell the idea of downsizing to the

employees. Therefore, they have to convince line managers that a reduced workforce
means higher productivity. It may be mentioned that, generally, line managers prefer to

have more employees than what is actually required to have greater flexibility in their

working.
3. HR personnel are required to convince unions and win their support for downsizing.

Without such a support, implementation of downsizing strategy will be in jeopardy.

4. In India, downsizing strategy is implemented through voluntary retirement scheme (VRS)

in which compensation is paid to the employees opting for VRS. HR personnel should help

the top management to formulate equitable compensation which benefits both organization

and employees.