Premium
A human resource rightsizing model for the twenty‐first century
Author(s) -
Morrall Abraham
Publication year - 1998
Publication title -
human resource development quarterly
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.756
H-Index - 65
eISSN - 1532-1096
pISSN - 1044-8004
DOI - 10.1002/hrdq.3920090108
Subject(s) - restructuring , business , human resources , resource (disambiguation) , process management , component (thermodynamics) , human resource management , knowledge management , operations management , marketing , management , computer science , economics , finance , computer network , physics , thermodynamics
Organizations must take steps to rightsize effectively. Downsizing and restructuring continue to occur, but organizations depend on their people to make them successful. This article proposes a twelve‐step model to help organizations consider the human resource component during rightsizing. Rightsizing is defined as a proactive approach to downsizing and restructuring organizations on a continuous basis. Kozlowski (1991) states that when a decision to downsize is followed by proactive planning, the organization is more likely to achieve its goal. According to Solomon (1992), employees are loyal to organizations when they have employment security. Thus, the model seeks to support both the organization's needs and the individual's employment goals.