Table of content
|
The Headcount Solution. How to Cut Compensation Costs and Keep Your Best People Authors: Crandall F. Published year: 2002 Pages: 1/143 |
 |
- 1
- 2
- Table of Contents
- Table of Contents
- BackCover
- The Headcount Solution - How to Cut Compensation Costs and Keep Your Best People
- Preface
- Part One: The Headcount Dilemma
- Chapter 1: Why the Easy Solution to a Business Crisis - Layoffs - Is Not Necessarily the Best Solution
- Introduction
- The Downside Of Downsizing
- Management Style
- Skills and Competencies
- Labor Market Conditions
- Investment in Employees
- Human Capital And Layoffs: Recent History
- A Summary Of What Not To Do
- Alternatives To Layoffs
- Implementing the Headcount Solution
- Ten Hard-Won Lessons: Best Practices For Downsizing
- 1. Begin with a Simple and Direct Plan
- 2. Make Sure Senior Leadership Is Capable and Committed
- 3. Create Incentives to Motivate and Keep People through the Crisis
- 4. Make Across-the-Board Compensation Cost Cuts before Moving on to Alternative Work Arrangements and Involuntary Separations
- 5. Make sure you follow all legal and regulatory guidelines
- 6. Find Ways to Keep Good People with Alternative Work Arrangements
- 7. Conduct Layoffs as a Last Resort
- 8. Remember That Employees May Have Good Ideas on How to Cut Costs, so Include Them in the Process
- 9. Act Boldly, Quickly, and Decisively
- 10. Turn Attention to Motivating the Survivors as Soon as Possible
- Summary
- Chapter 2: What Companies Are Doing to Cut Costs and Keep Their Best People
- Companies That Participated In The Survey
- Summary of the Survey Results
- How Many Employees Are Affected By Layoffs?
- Alternatives To Layoffs
- The Importance Of Human Capital
- Summary
- Chapter 3: Leadership During a Crisis - How to Maintain Morale and Keep Your Best People
- How To Motivate People To Stay During A Crisis: The Simple Answer
- A Change of Leadership Is Often Required
- A Direct Simple Path Forward
- Avoid The Temptation To Act Too Quickly
- Align Everyone s Interests During A Crisis
- Senior Leadership s Criteria For Retaining An Employee
- Financial Incentives For Retaining Talent during A Crisis
- Lessons Learned
- The Seven-Step Process
- Summary
- Part Two: The Headcount Solution
- Chapter 4: Step 1 - Prepare Your Organization for What s in Store
- What s In Store
- Five Guidelines For Delivering The News
- How to Obtain Input from Employees
- Solidify Support
- What Not To Do
- Summary
- Chapter 5: Step 2 - Plan for Three Rounds of Compensation Cost Cutting
- Three Rounds To Cut Costs: Basic Economics
- Round 1: Across-The-Board Cost Cuts
- Round 2: Alternative Work Arrangements
- Round 3: Layoffs
- Raising Your Sights
- Summary
- Worksheets for three rounds of cost cuts
- Round 2: Alternative Work Arrangements
- Round 3: Layoffs
- Chapter 6: Step 3 - Decide Whom to Cut and Whom to Keep
- From Economic Planning To Action
- Step 1: Establish Human Capital Priorities
- Step 2: Determine The Combination Of Alternative Work Arrangements And Layoffs That Will Best Help The Company
- Step 3: Match People With Employment Choices And Move On
- Guidelines To Match People With Alternative Work Arrangements
- Executing The Headcount Solution
- Summary
- Chapter 7: Step 4 - Implement Across-The-Board Cuts
- The First Round Of Compensation Cost Cutting
- What Are Across-The-Board Cost-Cutting Measures?
- Why Implement Across-The-Board Cost-Cutting Measures First?
- 10 Across-The-Board Cost-Cutting Measures
- How Much Time Will The First Round Of Cost Cutting Take?
- How Much Cost Can Be Taken Out In The First Round?
- 1
- 2
|
The Headcount Solution. How to Cut Compensation Costs and Keep Your Best People Authors: Crandall F. Published year: 2002 Pages: 1/143 |
|