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.
This product (Restructuring: Redeployment Assessment Management) is a 27-slide PPT PowerPoint presentation slide deck (PPTX), which you can download immediately 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. The Assessment phase of Redeployment is a critical one as the revitalization of the whole organization is dependent on correct assessments and right placement of employees based on those assessments.
Managing the assessment phase properly is of vital importance in Restructuring, and it should follow a structured approach. This presentation discusses the 5 core areas of Redeployment Assessment Management.
Other topics discussed in the presentation include the 8 key steps of the assessment process as well as key considerations guiding the assessment process.
The slide deck also includes some slide templates for you to use in your own business presentations.
This PPT provides an in-depth analysis of the 5 core areas crucial for managing the Redeployment Assessment stage during restructuring. It emphasizes the importance of managing the anxiety levels of candidates, controlling deviant behavior, and ensuring feedback is timely and effective. The presentation also outlines the 7 core components of the Redeployment Assessment Process, ensuring a structured and rigorous approach to employee assessment.
The document also delves into the key considerations necessary for a high-stakes assessment process, including psychological involvement and social network visibility. It highlights the need for accurate data integration and adherence to guiding principles to ensure effective assessments. The slide deck includes detailed steps and templates to facilitate the assessment process, making it a comprehensive guide for any organization undergoing restructuring.
This PPT slide outlines a structured approach to candidate assessment, emphasizing a systematic methodology for evaluating potential redeployment candidates. It consists of 4 key steps that guide the assessment process.
The first step involves listing all relevant measures. This includes both qualitative and quantitative aspects, such as job performance data and various performance metrics. By compiling a comprehensive list, organizations can ensure that all relevant factors are considered during the evaluation.
Next, the slide discusses the importance of weighting these measures appropriately. Each measure will receive a relevant weight, with job performance metrics typically assigned greater importance than potential measures. This differentiation is crucial as it helps prioritize the most impactful criteria in the assessment process.
The third step highlights the necessity of identifying minimum qualifications. This is a critical checkpoint to prevent anomalies in scoring. For instance, a candidate might score highly overall yet fail to meet essential criteria. Establishing a minimum qualification criterion ensures that only candidates who meet fundamental requirements are considered further.
Finally, the slide addresses the creation of an overall score for each candidate. This score is derived by assigning weights to the measures and combining them, which can be executed using a spreadsheet or a Talent Management System. This final score provides a clear, quantifiable metric for decision-making.
Overall, this structured approach not only enhances the assessment process, but also ensures that decisions are based on a comprehensive evaluation of candidates, minimizing the risk of oversight.
This PPT slide presents a structured overview of the Redeployment Assessment process, emphasizing the need for alignment between assessed skills and newly defined job roles during organizational restructuring. It begins with the "Decision to Restructure," which sets the stage for a strategic analysis of future job profiles. This analysis is crucial as it determines the skills required moving forward.
The flowchart illustrates how old job tasks are categorized into 3 groups: those that will be discontinued, those that will continue in new roles, and new tasks that will emerge. This categorization is pivotal for understanding the dynamics of the workforce post-restructuring. The "Assessment Design Process" follows, indicating how these tasks will be evaluated.
The slide further details the skills assessment methods, distinguishing between skills assessed through historical data, those not assessed due to irrelevance, and skills evaluated using future-oriented methods like assessment centers. This differentiation highlights the importance of using objective criteria to identify and assess skills, ensuring that the evaluation process is both comprehensive and relevant to the organization's future needs.
The emphasis on objectivity in identifying old and new job tasks is critical. It suggests that decisions made during this phase can significantly impact the effectiveness of the restructuring effort. The overall takeaway is that a well-structured assessment process is essential for aligning skills with organizational goals, ultimately leading to a more effective transition during downsizing and restructuring initiatives.
This PPT slide outlines critical considerations for conducting a Redeployment Assessment during a restructuring process. It emphasizes the importance of due diligence in documenting the assessment process, highlighting the need for accuracy and balance amid the high stakes involved. Four key considerations are presented, each addressing unique challenges associated with internal candidates.
First, "Thorough knowledge of the job" indicates that internal candidates possess a better understanding of job requirements compared to external applicants. This familiarity can enhance their confidence in securing positions.
Second, "Familiarity with other applicants" points to the pronounced competitive dynamics among internal candidates. They often know each other personally or through their networks, which can influence perceptions of suitability and competition.
Third, "High psychological involvement" highlights the emotional attachment internal candidates have to their organization. This attachment can hinder their willingness to explore external career options, potentially limiting their readiness for change.
Lastly, "Visible failure due to wide social network" addresses the social implications of not securing a redeployment. Internal candidates are likely to share their experiences within their networks, which can amplify the psychological impact of perceived failure.
Overall, the slide underscores the complexities of managing internal candidates during redeployment, suggesting that a nuanced approach is necessary to navigate these challenges effectively. Understanding these dynamics can help organizations mitigate risks and enhance the redeployment process.
This PPT slide outlines a structured approach to the Redeployment Assessment Process, emphasizing its importance in both downsizing and restructuring within organizations. It begins by stating that the assessment process must be thorough to identify which employees to retain or let go. This decision is critical, as the future of the organization hinges on these choices.
Downsizing is presented as less complex than restructuring, as it primarily involves evaluating current employee performance and skills. The text highlights the need for objectivity and up-to-date assessments, cautioning that line managers must mitigate any biases that could lead to legal or operational repercussions.
Restructuring, on the other hand, is portrayed as more intricate. It requires a clear identification of the new skill sets needed for each role. Existing employees must be evaluated against these new competencies to determine their fit within the organization’s future structure.
The slide further breaks down the Redeployment Assessment Process into 7 core components. These include the decision to restructure, strategic job analysis to identify future skills, and the design of the assessment process. It also distinguishes between skills assessed through historical data, skills no longer relevant, and those evaluated using future-oriented methods.
The concluding remark emphasizes the limitations of historical employee performance data, suggesting that it can only provide insights against old job tasks. As new roles emerge, a comprehensive analysis of both old and new competencies becomes essential. This structured approach aims to ensure that organizations make informed decisions during critical transitions.
This PPT slide outlines 5 critical areas essential for managing the Redeployment Assessment process, emphasizing the importance of a structured approach. Each area is represented in a clear, visual format, which aids in understanding the components involved in ensuring a smooth transition during redeployment.
The first area focuses on managing the assessment team. This suggests that the effectiveness of the team directly impacts the overall success of the assessment process. The second area addresses the anxiety levels of candidates, indicating that managing emotions is crucial for accurate assessments. High anxiety can lead to skewed results, so this area highlights the need for strategies to alleviate candidate stress.
The third area deals with managing "deviant behavior" during assessments. This implies that unexpected actions or responses from candidates can disrupt the assessment process, necessitating oversight to maintain integrity. The fourth area emphasizes the management of duplicity, wild guessing, and other forms of distortion. This points to the need for clear guidelines and monitoring to ensure that assessments reflect true capabilities rather than misrepresentations.
Finally, the fifth area focuses on the timing and amount of feedback provided after the event. Feedback is essential for learning and improvement,, but its timing can significantly influence how it is received. The slide concludes with a statement that reinforces the idea that success in managing these areas is synonymous with effective Redeployment Assessment management. This structured approach is not just a procedural necessity; it is a strategic imperative for organizations undergoing restructuring.
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.
For $10.00 more, you can download this document plus 2 more FlevyPro documents. That's just $13 each.
ABOUT FLEVYPRO
This document is part of the FlevyPro Library, a curated knowledge base of documents for our FlevyPro subscribers.
FlevyPro is a subscription service for on-demand business frameworks and analysis tools. FlevyPro subscribers receive access to an exclusive library of curated business documents—business framework primers, presentation templates, Lean Six Sigma tools, and more—among other exclusive benefits.
The average daily rate of a McKinsey consultant is $6,625 (not including expenses). The average price of a Flevy document is $65.
Trusted by over 10,000+ Client Organizations
Since 2012, we have provided best practices to over 10,000 businesses and organizations of all sizes, from startups and small businesses to the Fortune 100, in over 130 countries.
Read Customer Testimonials
"The wide selection of frameworks is very useful to me as an independent consultant. In fact, it rivals what I had at my disposal at Big 4 Consulting firms in terms of efficacy and organization."
– Julia T., Consulting Firm Owner (Former Manager at Deloitte and Capgemini)
"As a young consulting firm, requests for input from clients vary and it's sometimes impossible to provide expert solutions across a broad spectrum of requirements. That was before I discovered Flevy.com.
Through subscription to this invaluable site of a plethora of topics that are key and crucial to consulting, I
have been able to exceed expectations and deliver quality advice and solutions to my clients. The quality and expertise of the authors are exemplary and gives me great confidence to use as part of my service offerings.
I highly recommend this company for any consultant wanting to apply international best practice standards in their service offerings.
"
– Nishi Singh, Strategist and MD at NSP Consultants
"One of the great discoveries that I have made for my business is the Flevy library of training materials.
As a Lean Transformation Expert, I am always making presentations to clients on a variety of topics: Training, Transformation, Total Productive Maintenance, Culture, Coaching, Tools, Leadership Behavior, etc. Flevy
It is well worth the money to purchase these presentations. Sure, I have the knowledge and information to make my point. It is another thing to create a presentation that captures what I want to say. Flevy has saved me countless hours of preparation time that is much better spent with implementation that will actually save money for my clients.
"
– Ed Kemmerling, Senior Lean Transformation Expert at PMG
"FlevyPro has been a brilliant resource for me, as an independent growth consultant, to access a vast knowledge bank of presentations to support my work with clients. In terms of RoI, the value I received from the very first presentation I downloaded paid for my subscription many times over! The
quality of the decks available allows me to punch way above my weight – it's like having the resources of a Big 4 consultancy at your fingertips at a microscopic fraction of the overhead.
"
– Roderick Cameron, Founding Partner at SGFE Ltd
"I have used Flevy services for a number of years and have never, ever been disappointed. As a matter of fact, David and his team continue, time after time, to impress me with their willingness to assist and in the real sense of the word. I have concluded in fact
that it is not at all just a repository of documents/resources but, in the way that David and his team manage the firm, it is like dealing with consultants always ready to assist, advise and direct you to what you really need, and they always get it right.
I am an international hospitality accomplished senior executive who has worked and lived during the past 35 years in 23 countries in 5 continents and I can humbly say that I know what customer service is, trust me.
Aside from the great and professional service that Flevy's team provide, their wide variety of material is of utmost great quality, professionally put together and most current.
Well done Flevy, keep up the great work and I look forward to continue working with you in the future and to recommend you to a variety of colleagues around the world.
"
– Roberto Pelliccia, Senior Executive in International Hospitality
"Flevy is our 'go to' resource for management material, at an affordable cost. The Flevy library is comprehensive and the content deep, and typically provides a great foundation for us to further develop and tailor our own service offer."
– Chris McCann, Founder at Resilient.World
"I like your product. I'm frequently designing PowerPoint presentations for my company and your product has given me so many great ideas on the use of charts, layouts, tools, and frameworks. I really think the templates are a valuable asset to the job."
– Roberto Fuentes Martinez, Senior Executive Director at Technology Transformation Advisory
"Last Sunday morning, I was diligently working on an important presentation for a client and found myself in need of additional content and suitable templates for various types of graphics. Flevy.com proved to be a treasure trove for both content and design at a reasonable price, considering the time I
saved. I encountered a download issue during the ordering process. However, a quick email to Flevy's support team, even on a Sunday (!!!), resulted in assistance within less than an hour, allowing me to download the content I needed. Fantastic job, Flevy! I give 5 stars for both content/price and customer service. Thank you!
"
– M. E., Chief Commercial Officer, International Logistics Service Provider
Download our free compilation of 50+ Strategy & Transformation slides and templates. Frameworks include McKinsey 7-S, Balanced Scorecard, Disruptive Innovation, BCG Curve, and many more.
Download our free compilation of 50+ Strategy & Transformation slides and templates. Frameworks include McKinsey 7-S, Balanced Scorecard, Disruptive Innovation, BCG Curve, and many more.