Set some well-established criteria based on which to accomplish the dismissals.

Unfortunately, no one escapes of problems. No matter, how much they get involved in work, in their personal development, in everything they aim to achieve, people will face many difficulties. Especially, the employers. In the times of crisis, the corporate profits fall, which leads inevitably to reduced investment and fewer employees. Obviously, the biggest desire of an employer is to maintain the employees, especially the good ones.

Even so, what if a company recorded an accelerated decrease of the number of customers and its profits are starting to decrease from day to day? Firstly, the employer may try to reduce labor costs without reducing the number of employees. However, if this option does not cover losses, and by this is not achieved quickly a balance, then he is forced to dismantle several posts. That is a big problem.

A few months ago, a human resources manager in a big enough company, fired more than 30% of employees, without establishing any criteria for selection, which leads to the hypothesis that the redundant employees, even those loyal and efficient, were not found among his "winner's numbers." As if he decided by throwing the dice, with the risk of losing his own job, the fate of every employee.

Recently, I found out that the respective HR manager just got off the banks of the faculty, and did not have the necessary experience to fill the position. It would be easy to imagine a scenario, of how he managed to be appointed to such a high function as a recent graduate. But that is another story.

In order to dismantle the positions, the employer must make an analysis of the positions that are redundant (i.e. that are extra or dispensable). The next step, the most important, is to establish some criteria based on which to make these redundancies. For example: to dismiss those employees who have more jobs or that are not the only supporters of their families, and to offer them some monetary compensation.

And then to reduce the number of those who received more sanctions, and those who scored badly on professional evaluation, etc. Or, in extreme cases, if the company it is facing a serious crisis, to appeal to a collective dismissal. However, as I said, the most important thing is to set certain criteria based on which to make the dismissals.

It is risky to assume the responsibility as an employer to lay-off or fire employees without establishing objective criteria. By giving with the dice in this situation means to be a weak manager, for you let the "luck" to decide the fate of your employees, they being the ones underlying your institution or company.

In order to avoid making such absurd decisions, you, as manager of human resources must comply with legislation or rules of the company where it is stated on what criteria shall be made the redundancies, as well as the compensation that would benefit those who remained without a job.