HRM200 Chapter Notes - Chapter 15: Employee Engagement, Procedural Justice, Punitive Damages
4 Dec 2018
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Who leaves, how they are treated during the exit, what the cause or nature of the exit is, and how remaining employees perceive this all impacts the long- term sustainability of the organization. The role of hrm is often overlooked in managing employee engagement and communication during a time of employee separations. Temporary workers, overtime, loss of sales due to cavancy. Should be fair, after all reasonable steps taken to rehabilitate employee relationship. Ex. slapping one person, not termination but when somebody else slap, termination. Fairness of the process used to make a decision. Ex. evidence that somebody had unwanted behaviour in the workplace have way to investigate process that is the same process for everybody. Fairness in interpersonal interactions by treating others with dignity and respect. If you do not treat somebody well during separation. Can turn around and come back to you (ex. claim for wrongful dismissal)
