HR fishes - when companies decide to do mass layoffs, what criteria are used for the reduction. Please share your perspectives.

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I had to oversee a liquidation and mass layoffs for a group once… criteria are
1. Do they absolutely need you to keep operations going. Certain personnel were critical for the wrap up of the group operations.
2. Can they get away with laying off this person without bleeding lots of cash. For example, in France where labor laws are much in favor of the employee, we had to go through major negotiations with the employees to reach an amicable settlement.

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I'd ping this question to one of the HR bowls :) I'm sure they'd share.

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