The crisis required global analysis adds to that is also the factor that many companies are driven impulsively out of fear, without the study of the scope, impact generated by the dismissal, which was reversed and encumbrances to the market performance. It is therefore important that schools of industrial relations and the Administration to focus on providing its participants with knowledge to be able to meet the challenges by providing methods, tools to use to avoid impulsive actions refuge in them often disadvantage. The human resource departments can support as suggested, to design flexible systems.
Flexibility recommends Valley, is a necessary condition to adapt to change and organizational flexibility means flexibility in people, in all. As is also recommended encouraging and stimulating entrepreneurial activities in the organization. Source: Penguin Random House. Knowing very well what organizational capabilities, ie the distinctive elements of the company. Given this reality, management, human resource department should focus on analysis of the impact, diagnose the situation, determine the market has been achieved, development, length of stay, achievements, developing a much more strategic role, further integrated into the highest organ of decision. The strategic direction of human resource policies are crucial to the success of the organization.
They must be as indicated Valle, a vision of the organization as a whole and interaction with colleagues. Should be aware that the old methods and principles of human resource management does not serve to solve new problems. It should assess the impact caused the dismissal and as it increases unemployment, in extreme cases, the need for it and fire a group of people, be aware of the impact, as well as those remaining in the organization, precisely about it, Valle recalls that employees who remain affected by the decisions taken and the work climate worsens and the motivation drops. That has been proven in many SMEs in the country, where there have been serious impact on their work environment, sometimes reflected in organizational productivity.
If there is analysis of the situation in depth (market, product competitiveness, innovation, etc), the extent of the reduction by itself will not solve the problem. Many studies have shown that companies make decisions taking into account the long term, looking for creative solutions, have answers and get better results when they go only to the dismissal. For example, in the insurance sector, companies that have not fired and have increased the value of their shares three times more than those who had opted for redundancy as a strategy to reduce costs. The explanation: When you decide not to use the way of dismissal, you have to look for alternative solutions sise most innovative and successful, it leads to improved economic performance of the company. Ultimately, the Venezuelan management, especially SMEs who have been involved in massive layoffs, should know the challenges with the help of modern management tools, with long-term decisions that affect them not to have reduced its payroll and.