Notices

Restructuring: Differences and Solutions from the Perspectives of Human Resource Management and Labor Relations Management

From the perspective of Human Resource Management (HRM), it is important to consider the well-being of departing employees and the morale of remaining employees. Companies should treat departing employees with the utmost respect and provide appropriate support so that they can pursue new opportunities after leaving the company.

On the other hand, from the perspective of Labor Relations Management, companies should design and implement restructuring procedures by establishing appropriate separation programs that allow the necessary number of employees to leave the organization smoothly and voluntarily. To prevent labor disputes, companies should systematically develop efforts to avoid dismissals and apply reasonable and fair criteria when selecting employees subject to termination.