1. Retraining and job transfer: Enterprises can provide retraining opportunities to help employees learn new skills or transfer to other departments. This not only reduces the cost of human resources, but also provides new career development opportunities for employees. For example, a manufacturing enterprise faced with the problem of surplus staff after the automation of the production line, and decided to invest in training these employees to become maintenance technicians, thus redeploying them to the maintenance and after-sales service departments.

2. Early retirement plan: Enterprises can set up early retirement plans to encourage older employees who are close to retirement age to retire early. This can not only reduce the salary expenses of enterprises, but also make room for the promotion of young employees. For example, a large retailer provides preferential conditions for employees aged 55 and above to retire early, encouraging them to retire early, thus providing more promotion opportunities for young employees.

3. Temporary dismissal or vacation: During the period of reduced business demand, enterprises can choose to temporarily dismiss some employees or arrange paid vacations for them. Re-hire these employees once the business resumes. This method helps enterprises to maintain flexibility without layoffs.

4. Optimize the recruitment process: enterprises can reduce the demand for human resources by optimizing the recruitment process. For example, using automated tools to simplify the recruitment process and improve recruitment efficiency; Or adjust the recruitment plan according to the business demand forecast to avoid excessive recruitment.

5. Layoff: As a last resort, enterprises may choose to lay off employees to reduce the cost of human resources. This is usually a difficult decision and needs to be handled carefully to avoid affecting the company's reputation and retaining talents. Enterprises should ensure compliance with relevant laws and regulations when implementing layoffs, and give laid-off employees reasonable compensation and job transfer opportunities.

Factors of surplus human resources:

1. Economic fluctuation: Economic recession or industry depression may cause enterprises to face business decline, resulting in surplus human resources. For example, during the financial crisis, many financial institutions reduced the number of employees in order to adapt to the economic environment.

2. Technology substitution: With the development of technology, some traditional jobs may be replaced by automation or robots. For example, the automation of production lines in manufacturing industry may lead to the disappearance or reduction of traditional jobs.

3.M&A or enterprise reorganization: M&A or enterprise reorganization may lead to the number of employees exceeding the actual demand. For example, after a large enterprise acquires another company, it may face layoffs.

4. Over-recruitment: Enterprises may over-recruit employees during the business expansion period, but they still need to maintain a large number of labor when the business is stable or shrinking. For example, an internet company recruited a large number of people when its business developed at a high speed, and later found that some positions did not need so many people.

5. Business adjustment or transformation: Due to strategic adjustment or transformation, enterprises may need different skills and the number of employees. For example, a retailer has transformed from a physical store to online sales, resulting in redundancy of some offline employees.