Introduction
Employees are the most potent and valuable resources for any organization. An organization should take employees separation as a sensitive issue. Discretion, empathy, and planning are the most important aspects to be considered when separating employees permanently from the organization. There are several reasons that HRM practitioner may base on, such as incapacity, resignation, removal, and so that the organization has the best workforce that will produce high-quality products and services to meet customer expectations (Boxall & Purcell, 2011). Also, employees may be separated due to contract expiration or workforce downsizing. The most organization have established separation practices and procedures that are applied to departing employees so as to allow a smooth transition. Therefore, the HRM practitioner should employees the outlined employ separation practices so that the organization’s image is maintained.
Retirement
It is the termination of service of an employee from the organization once he or she reaches the age of giving up work. Retirement has been the major cause of separation of the workforce from any organization.
Resignation
It is the termination of the service of an employee by written notice. The employee is mandated by the organization through the HRM practitioner to terminate his or her service for various reasons such as ill health, better job prospects, and among others. The organization has to accept the employee resignation notice and look for another new staff to replace so that there is smooth running of the organization.
Layoff
It is the denial of employment to the employees by the organization through the HRM practitioner based on various reasons such as a breakdown of the machinery, shortage of power, shortage of raw materials, and among others. It is an important practice that helps the organization to remain productive. Employees who remain in the organization are usually the best and they offer excellent services that make the organization to remain competitive in the business.
Retrenchment
It is the permanent termination of service of an employee because of economic reasons. If the organization is experiencing the surplus of the workforce, low demand of goods and services, and a slowdown in economic some employees is separated so that the organization can sustain itself at those hard times. The HRM practitioner has the task of notifying those employees that will face retrenchment to prepare themselves so that there is a smooth transition (Armstrong & Taylor, 2014).
Dismissal
It is the termination of employee service due to unsatisfactory work performance. When the employee fails to live up to the organization standards of work, then the HRM practitioner has the right of terminating his or her service so that he or she is replaced by a better person. The HRM practitioner has the duty of ensuring that the goals and objectives of the organization are achieved (Boxall & Purcell, 2011). Therefore, the HRM practitioner should justify and have sufficient cause of separating an employee of the organization.
Conclusion
HRM practices are very important aspects of the success and growth of an organization. They help the organization increase the performance of employees and productivity. Every organization needs to empower the HRM practitioner so that employees can produce quality products and services that meet customer expectations. Therefore, the HRM practitioner should provide a desirable working environment that improves profitability and productivity of the organization.
References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Boxall, P., & Purcell, J. (2011). Strategy and human resource management. Palgrave Macmillan.
