Proposal for a Downsizing Program

Narrow Plan Proposal 1 Main Objectives and Purpose This report proposes to reduce the size of the plan based on the previously agreed layoffs of the company and reduce the number of employees in the production and distribution divisions by 50 I will. . The remaining recommendations for the remaining departments are displayed in a separate report. The drawdown plan is also aimed at negotiating with union members and non-members to shorten the transition period.

The social adaptation scope (SDA) part of the program is based on reducing the size of civil servants, abolishing subsidies for corn meal to poor consumers in urban areas, and temporary difficulties in strengthening or introducing medical expenses and education expenses It is designed to deal with it. It is centered on the Social Development Fund and can be divided into two parts: (1) social safety nets to support food expenditure, school inspections and medical expenses; (2) people who are affected by miniaturization Employment and training programs for

In many cases, organizations begin to shrink without carefully considering whether there is an executable reduced size option. According to the survey after the survey, in many scale down programs, the relationship between miniaturization and the strategic direction of the organization tends to be overlooked, and the impact of miniaturization on the organization and its human resources is underestimated It is. Reducing the scale can be a costly strategy for the organization, so we need to consider alternatives for shrinking. In some cases, you may be able to reduce labor and enable less restrictive shrinking strategies with different alternatives to reduce the scale.

Please do not make any mistakes. It is very difficult to reduce the size. It taxes all the resources of the management team including business insight and humanity. No one is trying to shrink. Maybe that's why many other top executives shrunk. They are ignoring all the signs of layoffs until they are too late to properly plan; and they must immediately act to reduce the financial sales of excessive employees. We are not paying enough attention to the very difficult decisions that have to be fired, the amount to be given, the amount of the retirement allowance, and the extent to which the dismissed worker finds a different job. These are important decisions as important as the organization's future and the future of the dismissed workers.