Theory And Practice Analysis On Dismissal Of Employees

Every February or March after the Spring Festival, the human resources market becomes particularly active for two categories of people seeking employment. First are the university graduates who are intent upon creating their bright futures. The other group consists of employees who have been dismissed from their positions. For persons in this latter group, their year-end allowance paid before the Spring Festival is the final reward for their previous year of employment. In addition, their final performance evaluation administered before the Festival has advised them of their positions and development potential in the enterprises. Having reviewed the achievement and unhappiness during their employment of past year some chose to reconsider their career and resigned from their positions. In addition, enterprises made adjustments in their work force based on business plans and projections by releasing some unsuitable employees from their positions. The result is huge pool of potential employees, both experienced and inexperienced. Actually, when employment becomes marketisation, people have more choices and opportunities. Given the independence and initiative of each employee, dismissals are unavoidable. Any enterprise should find ways to decrease its rate of dismissing employees. What we can see from the process of managing human resources is that outright dismissal of employees is the final and most critical step. Success in keeping talented employees affects directly the first three chains effectiveness. As a result, dismissal plays a key role in the management of human resources. At the same time, there are two aspects to the management of employee dismissals. The release of lower level employees (chief dismissing not involved), may have a minimal effect on the enterprise, but it would not show the effect on the whole company's development in the short term. The reason why employees leave their positions are mainly because of management decisions, unsuitable methods of management by middle-level administrators, or from uncontrollable factors such as lower revenues than market average, as well as unreasonable career expectations. Therefore the key to managing employee dismissals is that top-level administrators should make the right judgments concerning high dismissal rates by analyzing the reasons for dismissals in order to solve the problems in the first place.As the human resources market becomes more and more active, talents floating becomes a common phenomenon in business. Staff dismissals will affect the development of enterprises, so it is very important to pay attention to this issue. This article is concerned with employee dismissals as well as business management after such dismissals, called "enterprise graduates analysis" to determine the value of experience and provide backup for the development of enterprises. This article reports on the theory of the phenomenon and points out the importance of the problem of dismissals in enterprise management. Based on that, I borrow the word "graduates" to redefine the meaning of dismissal, so such people may be referred to as "enterprise graduates" in order to discuss the form and value of an enterprise graduates' network and raise the question of such a network's validity and control. In the whole discussion, the term "enterprise graduates" has a positive quality and points out such individuals' important role in and close relationship with enterprises.