Shift to part-time jobs instead of full-time jobs

Currently, our company is facing a profound crisis, it has never faced before. Our company feels the devotedness of employees and their desire to work in our company. Our company appreciates the hard work of our employees. Our company is a team, where employees create the marketing value of the company and the further development of the company is unthinkable without the devoted work of employees. At the same time, our employees can rely on the company because the company conducts policies of social responsibility covering health care costs of employees and their family members. In addition, our employees have compensation plans and the longer employees work in our company the better is their compensation plan.

However, the current situation in the industry needs consistent changes within the company. The main point of changes is reducing costs and saving our human resources. This is why the company has taken the decision to make a shift toward the introduction of part-time jobs for our employees instead of full-time jobs. In fact, this step is painful but it is essential because the company does not want to lose its well-qualified employees, whom the company appreciates. In such a situation, the introduction of part-time jobs instead of full-time ones is the only option the company can choose from aside from job cuts. The company refuses from job cuts pointblank because this decision would be irresponsible and it would contradict to the company’s mission and vision. The company will protect its employees. Our employees can be certain in their future in the company but they need to shift toward the part-time job to save their jobs and to carry on working in our company.

Otherwise the company faces a risk of the ongoing deterioration of the organizational performance. The ongoing deterioration of the organizational performance will put at risk the position of employees in our company because the company will be unable to afford such a large number of employees.

In fact, there are a few alternatives to shifting toward the part-time job. First, the company can reduce wages consistently or working hours that also means the reduction of payments. Alternatively, the company can just cut jobs and save costs to maintain its organizational performance and to preserve remnants of the personnel. Obviously, such an alternative is unacceptable and the company is unwilling to fire its employees. However, any employee, who is willing to retire will have such an opportunity as an alternative to shift to the part-time job. Our compensation plans allow employees to receive substantial compensations for their work in the company. However, we are not willing to lose our employees. In stark contrast, we want to preserve the team of professionals working in our company.

We hope that our employees can understand the necessity and burning need to introduce the aforementioned change. The part-time job is a temporary measure and all our employees will return to the full-time job as soon as the company passes through the hard times and starts to recover after the crisis.

Kotter, J. (2001) “What Leaders Really Do!” Harvard Business Review, Boston. Volume 79, p.73-96.
Clarke, R. L. (2000). Investing in the human resource. Healthcare Financial Management 54 (2); 16.

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