From the company’s point of view, laying off is justified when the company explains the fact that it is facing a crisis situation and that it would not be able to support a large number of employees. On the other hand the company should also understand the mental state of the employees who are on the laying off list. Thus the human resource manager should work together to come up with ways in which they can deal with situations like these.
The major weakness of the article is that the author does not talk about the turmoil of the owners of the company who were facing the major crisis. The article does not talk about the financial crisis which the company was facing and which resulted in asking employees to leave. Another weakness of the article was the fact that it only described one side of the story. The article never spoke about the hardships which the owners were facing. It is very easy to blame the company for asking its employees to leave but the author should have studied the reasons which led to this big step of firing the employees. The author does not talk about the fact that the company did not have choice other than asking employees to leave because the company might not have enough money to pay to its employees. The article talks about the costs associated with the company but fail to elaborate on the traumatic cost on the employees who leave and the employees who stay (Davis et al, 3013).
In the article, the author has recommended few ways in which the human resource managers can manage layoffs. However in the real scenario, it becomes very difficult to imitate the model solutions or practices. Therefore it is very obvious that the human resource managers need to manage the crisis situation in ways which is acceptable to the employee and the employer.