1. Outline

Rio Tinto. an international London based excavation and mineral company was badly impacted by the planetary recession in 2008. Such an impact forced unprecedented work force decreases worldwide and decentralized HR direction had to be brought in under a individual umbrella to see an orderly and efficient system that would back up the organization’s future productiveness. This new proactive attack to direction. use of engineering. and readying of the employees proved to assist salvage the company and set the phase for continued future operations.

2. Answer the Questions

Q1. How did Rio Tinto’s revamping of HR aid with minimising the possible jobs with the decrease in force? The entireness of direction to prosecute in strategic human resource planning is what had been revamped in the Rio Tinto organisation. Prosecuting in centralised planetary planning. keeping effectivity. consciousness in functioning the best involvements of the full organisation. and non transporting out decentralized individual focused HR at all 60 single concern sites was a positive. yet necessary civilization displacement taking to increased efficiency. The purpose to command issues and function the best company involvements were to keep unity. keep down costs ( which could hold been in legal battles and clip ) . sensitiveness to those affected individuals and concern units. and set up a information direction system that handles international staffing and sequence planning.

What function would an HRIS have to play in pull offing a RIF?

The function of Human Resource Information System ( s ) in any organisation is to give employee plus visibleness to enable direction determinations and be aftering easier. In a perfect universe. all employee records from hire to determination clip would give a more complete image on all employees past. nowadays. and future value to the organisation. The fullness of a database with all the elaboratenesss loaded in to manage future programs. regional demands. preparation and instruction. critical accomplishments. public presentation informations. and sequence planning allows directors the ability to see precisely where to extinguish places and forces that do non add to organisational productiveness.

Q2. Without a consistent doctrine. policies. and approaches to decrease in force ( or any other breaks in the hereafter ) what would the likely reactions from employees be? The first corporate employee reaction direction will see. whether the full decrease in force program is revealed. would be that of the brotherhood ( s ) being up in weaponries that there will be any employees acquiring the pink faux pas. The on the occupation efficiencies and decrease in productivity could happen if employees become disfranchised and are left inquiring on whether they have a occupation tomorrow. Directors and employees who by and large have a minor trust issue usually will retreat from each other. which will ensue in work squad dysfunctional behaviours and creativeness will stalemate. If left to its ain devices. work stoppages. walkouts. or employee sabotage could go the utmost consequences of ill constructed doctrine. policies. and direction attacks.

3. Describe a Similar Personal Experience

During the mid-to-end of the 1990s. during my calling in the US Army. we had a decrease in force ( RIF ) that was conducted really ill. The sensed best involvements ( Washington political relations ) for the organisation and centralised determinations were implemented without respect for the work units spread across the Earth. There was no existent usage of a common sense attack to succession planning and finally we lost an unacceptable sum of mid-level directors that caused a cognition spread that took about 10 old ages to rectify. At the clip. the HRIS was non to the full in topographic point with direction understanding the capableness of the tools possible in doing determinations. Changes since that clip have improved in learning direction to leaders and in the close hereafter. a RIF is on the manner with the drawdown after we get our forces back here from the Middle East. We should watch and measure the historical lessons of the yesteryear.