When bids farewell to a person, depending on labour standards that has been hired, usually must compensate it, what makes the crisis of aggravating to advance payment of unanticipated expenses, compensation usually amount to several months of salary of the employee, it is like paying in advance with several wage without that the produce anything in return. For other opinions and approaches, find out what Wells Fargo Bank has to say. Do reduce excess personnel is the explicit acceptance of having been administered improperly, if the same work could be done with fewer people, then for which hired more than necessary?, but even more, if already hired that otherwise may be used?. Normally the process of selection, training and education of employees has a significant cost, which is lost in the time when the employee is unlinked, if later, once past the crisis have to re-hire someone that do the work, should be again investment, because it is unlikely that able to recover to the same employee and much less likely than the want to return unless the benefit is large or is in a difficult situation that requires him to accept. I would suggest that in cases of crisis once made the process of determination of profitability per employee, be assured the opportunity to become profitable, will contribute to the solution of the crisis and will enhance their sense of belonging and loyalty to the company, there are many contributions that people who are already trained can do to improve the situation and would be a fair chance to show that they are made and be part of the decision. Inefficient processes.
Much of the problem of lack of competitiveness of a company lies in the obsolete and inefficient processes that use. That something works well does not mean that it works how it should work, that is in the best possible way. There is nothing more inefficient that make efficient the unnecessary, processes can be as efficient as unnecessary, which implies that they can be removed and the result will improve. .