This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
Explore a comprehensive framework for Redeployment post-Restructuring, crafted by ex-McKinsey & Big 4 consultants. Gain insights on strategic initiatives and employee assessment. Redeployment after Restructuring is a 28-slide PPT PowerPoint presentation slide deck (PPTX) available for immediate download upon purchase.
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.
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.
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.
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.
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
This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
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