A midsized, non-unionized company with 600 employees is having financial problems. The company determines that a reorganization is needed, which will include a reduction in force (RIF). Although growth was projected, a downturn in the economy occurred following the hiring of new employees and sales subsequently plummeted. The HR director and senior executive team meet to determine the plan of action. The senior executives decide that each department needs to lay off 10% of their employees. The team believes that this is the fairest way to determine who should be laid off. The department managers are told on Monday that by Friday they must achieve a 10% RIF within their individual departments. After the managers make the decisions and inform HR about who would lose their jobs, the HR staff is going to put the separation letters and severance packages together. However, the HR director expresses some concerns about the process and has a vacation scheduled the following week. The HR director asks the staff to prepare a basic separation letter for the identified employees with a paragraph stating they would receive their full severance packet information within two weeks. This schedule allows the HR director to work on the information packets after returning from vacation. Before deciding to lay off 10% of the staff in each department, what type of information is most useful for the HR director to provide to help management evaluate the best approach for the layoff? Answers Employee salaries from highest to lowest Employee performance appraisal ratings from lowest to highest Employee tenure from lowest to highest Employee annual professional development training hours from lowest to highest