Redeployment after Restructuring (PowerPoint PPTX Slide Deck)

RESTRUCTURING PPT DESCRIPTION

Editor Summary Redeployment after Restructuring is a 28-slide PowerPoint (PPTX) presentation by LearnPPT Consulting, developed with input from seasoned McKinsey and Big 4 consultants, presenting a 7-step redeployment framework covering communication, employee assessment, review and appeals, internal placement, severance, training, and renewal. Read more Includes templates: employee assessment matrix, communication plan, review and appeals framework, internal placement guidelines, severance plan outline, and training program structure. Target users include senior leadership, HR professionals, change management consultants, and integration leaders. Sold as a digital download on Flevy.

Use this deck when an organization is implementing a restructuring and needs to redeploy staff to align talent with new strategic priorities while preserving morale.
  Senior leadership teams running the restructuring planning phase and deciding redeployment governance and stakeholder roles.
  HR professionals building and administering an employee assessment system and configuring the Employee Selection Matrix for reassignment decisions.
  Change management consultants facilitating assessment workshops, training selectors, and designing communication plans to maintain engagement.
  Integration leaders coordinating internal placement programs and severance execution to align talent with redesigned structures.
The 4-phase approach — Strategic Analysis, Structural Redesign, Redeployment, and Renewal — reflects a structured, phase-gated consulting methodology used by McKinsey and Big 4 firms.

Read Marcus Overview

Explore Slides inside the Deck:

Structured Employee Assessment for Redeployment Internal Placement Program Implementation for Redeployment Comprehensive Employee Training for Redeployment Success

Restructuring (or Reorganization) becomes essential at some stage in the lifecycle of any organization. In order to emerge triumphant through this tumultuous challenge, it is necessary that the focus remains on the challenges impeding the organization, devising approaches to tackle the challenges, and prioritizing strategic initiatives to deliver radical results.

Redeployment is the most critical phase in the Restructuring process. It, however, presents an opportunity to progress towards strategically directed performance goals and establish the foundation for a new culture.

This presentation provides a detailed overview of the 7 essential steps to be taken while undertaking Redeployment.
Other topics discussed in the presentation include potential pitfalls of Redeployment and strategies to avoid them.

The slide deck also includes some slide templates for you to use in your own business presentations.

This PPT outlines a comprehensive 4-phase approach to restructuring, ensuring a smooth transition and effective organizational transformation. The phases include Strategic Analysis, Structural Redesign, Redeployment, and Renewal. Each phase is meticulously detailed, providing actionable insights and strategies to navigate the complexities of restructuring. The focus is on maintaining employee morale, ensuring transparent communication, and aligning the redeployment process with strategic business goals.

The presentation also delves into the critical aspect of developing an Employee Assessment System. This system is designed to evaluate potential employees against newly defined business needs and goals. It includes a structured selection process using tools such as the Employee Selection Matrix, ensuring a fair and objective assessment of competencies. The document emphasizes the importance of training selectors to ask targeted questions and document competencies properly.

Additionally, the document highlights the significance of creating a system of reviews and appeals. This step is crucial in providing a fair chance to all employees and ensuring the ethical integrity of the redeployment process. The review board, supported by employee representative groups and legal experts, plays a pivotal role in addressing any biases and ensuring the defensibility of reassignment decisions. This structured approach helps in maintaining employee confidence and commitment during the transition.

MARCUS OVERVIEW

This synopsis was written by Marcus [?] based on the analysis of the full 28-slide presentation.

Executive Summary
The "Redeployment after Restructuring" presentation provides a structured framework for organizations navigating the critical phase of redeployment following a restructuring initiative. Developed by seasoned consultants from McKinsey and the Big 4, this presentation outlines 7 essential steps aimed at ensuring effective redeployment. It emphasizes the importance of maintaining a robust communications plan, developing an employee assessment system, and launching severance plans. By following this framework, organizations can align their workforce with newly defined business needs and goals, ultimately fostering a culture of performance and engagement.

Who This Is For and When to Use
•  Senior leadership teams overseeing restructuring initiatives
•  Human Resources professionals managing employee transitions
•  Change management consultants facilitating organizational transformations
•  Integration leaders responsible for aligning talent with strategic goals

Best-fit moments to use this deck:
•  During the planning phase of a restructuring initiative
•  When implementing redeployment strategies post-restructuring
•  To guide discussions on employee assessment and placement processes
•  For training sessions focused on effective communication and employee engagement

Learning Objectives
•  Define the critical steps in the redeployment process following restructuring
•  Build a comprehensive employee assessment system aligned with business goals
•  Establish a robust communications plan to maintain employee morale
•  Create a system of reviews and appeals to ensure fairness in redeployment
•  Deploy internal placement programs effectively to utilize existing talent
•  Launch severance plans that support departing employees while maintaining organizational integrity
•  Provide training for employees at all levels to enhance competencies required in a transformed organization
•  Plan for the renewal phase post-redeployment to sustain organizational momentum

Table of Contents
•  Overview (page 1)
•  Restructuring (page 5)
•  Redeployment Process (page 7)
•  Redeployment Pitfalls (page 18)
•  Templates (page 22)

Primary Topics Covered
•  Overview of Restructuring - This section outlines the objectives of restructuring, emphasizing that headcount reduction should be a consequence, not the primary goal.
•  Redeployment Process - A detailed exploration of the 7 essential steps necessary for effective redeployment, including communication, assessment, and training.
•  Employee Assessment System - A framework for developing an assessment system that aligns employee competencies with newly defined business needs.
•  Internal Placement Programs - Strategies for deploying internal placement initiatives to maximize existing talent and minimize layoffs.
•  Severance Plans - Guidelines for launching severance plans that provide support to employees leaving the organization.
•  Training for Employees - Recommendations for training programs aimed at enhancing employee skills and competencies during the transition.

Deliverables, Templates, and Tools
•  Employee assessment matrix template for evaluating competencies
•  Communication plan template to maintain transparency during redeployment
•  Review and appeals system framework to ensure fairness in reassignment
•  Internal placement program guidelines for facilitating job transitions
•  Severance plan outline to support departing employees
•  Training program structure tailored to different employee levels

Slide Highlights
•  Overview of the 7 essential steps in the redeployment process
•  Visual representation of the employee assessment matrix
•  Communication plan framework emphasizing transparency and morale
•  Detailed outline of the internal placement program scenarios
•  Severance plan considerations and best practices

Potential Workshop Agenda
Redeployment Strategy Session (90 minutes)
•  Discuss the importance of a robust communications plan
•  Review the 7 essential steps for effective redeployment
•  Identify key stakeholders and their roles in the process

Employee Assessment Workshop (60 minutes)
•  Develop an employee assessment system aligned with business goals
•  Train selectors on using the assessment matrix effectively

Internal Placement Program Planning (90 minutes)
•  Outline the structure of the internal placement program
•  Discuss strategies for maximizing talent retention during redeployment

Customization Guidance
•  Tailor the communication plan to reflect organizational culture and values
•  Adjust the employee assessment matrix to include specific competencies relevant to the organization
•  Modify severance plans to align with company policies and employee needs
•  Adapt training programs based on employee roles and required competencies

Secondary Topics Covered
•  Challenges in maintaining employee morale during restructuring
•  Strategies for effective communication throughout the redeployment process
•  Legal considerations in the severance process
•  Best practices for fostering a culture of engagement post-redeployment

Topic FAQ

What are the phases of a typical restructuring program I should plan for?

A common, structured approach described in the literature organizes restructuring into 4 phases: Strategic Analysis, Structural Redesign, Redeployment, and Renewal. Planning and deliverables should be aligned to those phases so redeployment activities tie back to strategic priorities, structural decisions, and post-deployment renewal.

What are the key steps to include in a redeployment process after restructuring?

Effective redeployment incorporates 7 core steps: maintain a communications plan, develop an employee assessment system, provide reviews and appeals, establish an internal placement group, launch severance plans, provide training, and plan for a renewal phase. These 7 essential steps form the backbone of the redeployment process.

How should I design an employee assessment system for redeployment?

Design an assessment system that evaluates employees against newly defined business competencies using a structured matrix combining qualitative and quantitative measures, train selectors to ask targeted questions, and document competencies consistently. Flevy's Redeployment after Restructuring includes an Employee Selection Matrix template to support this approach.

How can leadership keep employee morale and engagement during redeployment?

Maintain consistent, transparent communication from leadership, provide opportunities for employee feedback, and explain criteria and timelines clearly; use a formal communication plan to guide messaging and cadence. The approach emphasizes transparency and two-way feedback supported by a communication plan template.

What should I look for when buying a redeployment toolkit or slide deck?

Prioritize decks that include practical templates and tools you can reuse: an employee assessment matrix, communication plan template, review and appeals framework, internal placement guidelines, severance plan outline, and training program structure. Also check slide count and format—this product is a 28-slide PPTX with templates.

How long should workshops on redeployment and assessment take?

Typical session durations in a practical agenda are: a Redeployment Strategy Session (~90 minutes) to review communications and the 7-step process, an Employee Assessment Workshop (~60 minutes) to develop the assessment system and train selectors, and an Internal Placement Program Planning session (~90 minutes) for design and roles.

What legal and fairness measures should be built into severance and reassignment decisions?

Include a formal review and appeals system supported by a review board with employee representatives and legal experts to address bias and defensibility, and structure severance with consideration for position, length of service, and age while offering career workshops or outplacement assistance.

How can I measure whether redeployment succeeded?

Measure success using employee engagement surveys, retention rates in redeployed roles, and the effectiveness of the internal placement program at filling vacancies with existing talent. Flevy's Redeployment after Restructuring recommends using engagement surveys, retention metrics, and internal placement effectiveness as key indicators.

Document FAQ
These are questions addressed within this presentation.

What are the key steps in the redeployment process?
The key steps include maintaining a robust communications plan, developing an employee assessment system, creating a system of reviews and appeals, deploying an internal placement group, launching a severance plan, providing training, and planning for the renewal phase.

How can we ensure fairness in the redeployment process?
Establishing a review and appeals system allows employees to challenge reassignment decisions, ensuring a perception of fairness and integrity in the process.

What should be included in the employee assessment system?
The assessment system should evaluate employees against required competencies, using a structured matrix that incorporates both qualitative and quantitative measures.

How can we maintain employee morale during redeployment?
Consistent communication from leadership, transparency about the process, and opportunities for employee feedback are essential for maintaining morale.

What are the benefits of an internal placement program?
An internal placement program maximizes existing talent, reduces the need for layoffs, and fosters a culture of loyalty and engagement among employees.

How should severance plans be structured?
Severance plans should consider factors such as position, length of service, and age, and provide support services like career workshops and outplacement assistance.

What training is necessary for employees during redeployment?
Training should focus on developing competencies required for new roles, understanding the redeployment process, and enhancing communication skills.

How can we measure the success of the redeployment process?
Success can be measured through employee engagement surveys, retention rates, and the effectiveness of the internal placement program.

Glossary
•  Redeployment - The process of reallocating employees to new roles following organizational restructuring.
•  Severance Plan - A structured program providing support and compensation to employees who leave the organization.
•  Employee Assessment System - A framework for evaluating employee competencies against business needs.
•  Internal Placement Program - A system that facilitates job transitions within the organization.
•  Communication Plan - A strategy for maintaining transparency and morale during the redeployment process.
•  Review and Appeals System - A mechanism for employees to challenge reassignment decisions.
•  Training Program - A structured approach to enhance employee skills and competencies during transitions.

RESTRUCTURING PPT SLIDES

Structured Employee Assessment for Redeployment

This PPT slide presents the Employee Selection Matrix, a structured approach for employee assessment during redeployment. It includes Minimum Standards, which require candidates to meet specific educational and experiential benchmarks, and emphasizes documenting extenuating circumstances affecting eligibility. The Competencies section features a scoring system that rates candidates on critical job skills, assigning weights for nuanced assessment and comparison. Additional factors influencing candidate rankings, such as safety, affirmative action, and absenteeism, are also considered for a comprehensive evaluation. The structured format and illustrative examples enhance usability for evaluators, making this matrix a valuable tool for fair employee selection during restructuring.

Internal Placement Program Implementation for Redeployment

This PPT slide outlines Step 4 of the Redeployment Process, focusing on implementing an internal placement program. The Details section describes the selection process, presenting 3 scenarios: positions with people, positions without people, and people without positions. Internal placements will address the second and third scenarios, filling 70 to 85% of positions through lateral transfers. Remaining roles will be filled via promotions, internal placements, or external recruitment, with tailored mechanics for the company context and outplacement assistance for employees not securing new roles. The Key Actions section emphasizes establishing an internal job-application system, effective communication of job advertisements through internal job boards, and leveraging internal networks for placement opportunities. It highlights the importance of strategic focus and managerial oversight to ensure accountability in the selection process based on merit.

Comprehensive Employee Training for Redeployment Success

This PPT slide outlines Step 6 of the Redeployment Process, focusing on employee training to maintain momentum. Training enhances communication and decision-making skills, particularly for senior-level employees who must understand the program's intent and develop competencies for the selection process. Managers are critical in this training, learning to create competency-based position descriptions, conduct interviews, and assess skills, which aligns employee capabilities with organizational goals. Training sessions should be tailored to the audience, with senior manager sessions limited to 2 days to accommodate their time constraints. Training programs must consider specific employee roles, equipping managers for competency-based assessments, and starting sessions with a senior officer discussing the Strategic Focus to reinforce accountability and alignment with strategic objectives.

Essential Steps for Effective Redeployment Strategy

This PPT slide outlines 7 essential steps for effective redeployment within strategic restructuring. First, maintain a robust communications plan to keep stakeholders informed. Second, develop an employee assessment system aligned with new business needs to identify available skills. Third, create a system of reviews and appeals to ensure fairness and transparency during redeployment. Fourth, launch a severance plan for employees opting to leave, aiding morale among remaining staff. Fifth, deploy an internal placement group for talent reallocation. Sixth, provide training across all levels to equip employees for new roles. Finally, plan for the renewal phase post-redeployment to ensure long-term stability. A cohesive approach is critical to maximize effectiveness in these steps.

Source: Best Practices in Business Transformation, Restructuring, Redeployment PowerPoint Slides: Redeployment after Restructuring PowerPoint (PPTX) Presentation Slide Deck, LearnPPT Consulting