The Effect of Downsizing Policy on The Quality of Organizational Manpower－A Research Institute as an Examples

• Main Authors: Chin-Tsai Chuang, 莊進財
• Other Authors: Pei-Yuan Ting
• Format: Others
• Language: zh-TW
• Published: 2006
• Online Access: http://ndltd.ncl.edu.tw/handle/73070884349419351622

碩士 === 中原大學 === 企業管理研究所 === 94 === The national defense system in Taiwan has been undergoing dramatic change changes and downsize recently. The continuous downsizing and change policies have deeply affect many employees working in the organizations in the national defense system. A research institute is one of the major research organizations in the national defense system. Different from other organizations in the defense system, A institute is responsible for many weapon research projects to maintain the advance of the weapon in the country. A institute has also undergoing a series of downsizing procedure. The research is to find out the effect of the downsizing policy on the quality of human resource. The methodologies of qualitative research and ground theory have been used in the research to find out the effect of downsizing policy on the quality of human resource in the organization. In addition, it is hoped that the effect and the rationale of the result can also be discovered in the research. Moreover, it is hoped that the research can also demonstrate that if the result of the downsizing policy has made the higher quality of human resource left the organization and the lower quality of human resource stayed? People from different departments of the organizations have been interviewed and data has been carefully analyzed. The result of the research has demonstrated that the process of downsizing seems to have significant negative effect on the quality of human resource in the organizations. The result can be shown from different perspectives. Firstly, the gradually decrease of avenue and research projects has demonstrated that quality of manpower might has been dropped. Secondly, since only the employees above the age of 45 can voluntarily apply for leave in the downsizing policy, the policy has no significant relation with the employees’ performance. Therefore, it has no effect on those who do not perform well in the organization. As a result, most of the low quality of manpower has chosen to stay in the organization. Thirdly, there is no clear guidance to show how the managers in the organization should carry out the order of downsizing. Therefore, there seems to be no effort to retain the higher quality of manpower in the organization. Fourthly, the data also shows that the policy of downsizing were designed and carried out passively to follow the administration order from the government. The organization did not plan carefully and design the policy to meet the needs of the organizations. Fifthly, in the execution of downsizing order, many high quality of manpower chose to leave simply because many of them can find better working opportunities outside the organizations. Sixthly, the data suggests that the internal environment is getting inferior as the management system is getting tighter. Many employees who are responsible of research explained that they were no longer respected as before. Seventhly, the policy states that people can only leave voluntarily. Therefore, there is no power to force the low quality of manpower to leave. Consequently, the data suggest the downsizing policy might have great impact on the quality of manpower in the organization. Finally, some suggestions are also recommended.