Introduction Retrenchment of workers in a company, due to the current technological changes, is one of the most challenging factors that human resource planners or managers face in their daily routine (Martheane & Rensburg, 2002). This is because they are forced to let go of some of their employees at a duration of time specified by the company. It is frustrating to some of the employees that do not have any other place to go to and retrenching them is like shuttering the life of a number of individuals that depend upon him or her. The steps involved in the retrenchment process As a human resource planner, there are some factors that need to be put in consideration before dismissing an employee. The first step is looking at the type of technology the company has invested in and the required knowledge and skills to operate it. The second step that should be applied in this process is the involvement of the workers and the company’s union of workers, in weighing the skills and knowledge of the existing employees. Be able to identify their ability to operate the machine so that the dismissal does not appear to lean on one side but in favor of everyone. Selection should be done based on the level of skills and knowledge of each person in the company. Also, it is important to retain those who believe in teamwork, are cooperative, hardworking, and are committed to their work. Lastly, is selecting persons whose values and their mode of presentation match with the company’s value and culture. This should be in line with the duration of time they have been serving in that company, their level of performance to their work, their discipline as well as their reliability. Most human resource planners believe that it is easier to retain some of the available workers than employing new ones because of the already seen talent (Singh, 2011). Also, the task of training a new employee to familiarize with the company or be able to gain trust In the company may take longer and this goes ahead to affect the output of this particular individual. The third step is the age factor that should also be considered when dismissing workers. Though it causes a great effect on the company where it loses greater skilled and experienced person, it gives a chance to the young and fresh educated brains to share their talent and skill on the work as they advance to their next level. Also, another thing that helps in the retrenchment is the willingness of a person to leave the job and look for greener pastures somewhere else. This eases the dismissal process and also does not cause a lot of conflicts hence no person will develop hatred towards the other. Releasing a notice of dismissal to those affected is important because it helps them in a way that they can work as they try to find other jobs in other firms The fourth step is looking into the cost of all these processes and making sure that there is enough amount of money that will help facilitate the process. This includes the severance payment that acts like compensation and as an appreciation to the former employee. This applies to employees according to how long they have been working in the company. Some of the payments include the pension benefit, unused earned leave which is usually meant for any leave that a worker takes (Pattanayak, 2005). What the company should do to the a