Restructuring: Redeployment Assessment Process & Methods (PowerPoint PPTX Slide Deck)

RESTRUCTURING PPT DESCRIPTION

Explore a comprehensive PPT on Redeployment Assessment, crafted by ex-McKinsey & Big 4 consultants. Master workforce restructuring with proven methods. Restructuring: Redeployment Process is a 29-slide PPT PowerPoint presentation slide deck (PPTX) available for immediate download upon purchase.

Explore Slides inside the Deck:

Strategic Downsizing: Process and Considerations Framework for Effective Organizational Restructuring Evaluating Employee Performance: Line Manager Ratings

Organizations that have survived over time have had to reinvent themselves over and over with the changes in the environment. These reinventions almost always include Cost Reduction that tend to lean towards Headcount Reduction. Headcount Reduction is typically achieved using 2 approaches:

1. Downsizing
2. Restructuring

Downsizing keeps the fundamentals of the roles same with only fewer people performing those roles. Whereas, Restructuring creates new roles, as well as modify existing roles, requiring a new mix of skills or altogether new resources to perform them.

Restructuring presents a more challenging task in that a new mix of skills have to be identified for each role, an Assessment Process has to be set up to assess existing employees against new competencies, and Redeployment (placement of existing people in right positions or laid off) or new recruitment done.

This presentation provides a detailed overview of the Employee Redeployment Assessment process and the 6 key methods in which a Redeployment Assessment process can be conducted:

1. Existing Performance Management Data
2. Line Manager Performance Ratings
3. Competency Based / Behavioral Interview
4. Personality Measures (OPQ) Linked to Competencies
5. Simulation Exercises
6. Pertinent Employee Data

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

The presentation meticulously outlines the distinctions between downsizing and restructuring, emphasizing the strategic importance of each approach. It delves into the nuances of redeployment assessment, highlighting the necessity of aligning employee skills with new organizational roles. The PPT also provides actionable insights into the assessment methods, ensuring a comprehensive understanding of the process. This resource is indispensable for executives aiming to navigate the complexities of workforce restructuring with precision and strategic foresight.

Got a question about this document? Email us at [e-mail].

RESTRUCTURING PPT SLIDES

Strategic Downsizing: Process and Considerations

This PPT slide distinguishes between restructuring and downsizing, noting that downsizing focuses on cost reduction while maintaining the core mission. Downsizing typically involves decreasing headcount without altering the fundamental business model, often seen in scenarios like reducing call center seats or closing production lines due to operational inefficiencies. The flow from "Organizational Strategy" to "Downsize Activities Stop" to "Headcount Reduction" illustrates a structured decision-making approach. Key considerations include evaluating employee performance, skills, and managerial input, relying on objective metrics for fair assessments. Benefits of downsizing include refreshing performance evaluations and incorporating line managers' insights, emphasizing a data-driven approach aligned with key performance indicators while addressing legal implications to mitigate risks associated with layoffs.

Framework for Effective Organizational Restructuring

This PPT slide outlines the complexities of the restructuring process, distinguishing it from downsizing. Cost reduction can be achieved through mergers and acquisitions (M&A) and business process re-engineering (BPR), which significantly overhauls the business model and alters roles within the organization. A flowchart illustrates the restructuring steps, starting with organizational strategy, leading to an organizational change process that re-engineers roles, creates new roles, and aligns behaviors. The decision-making process regarding personnel changes is critical, ensuring jobs and behaviors align with strategic objectives. An assessment process is essential for this alignment, guiding redeployment or recruitment based on assessment results. This structured approach to change management integrates new roles into the organizational framework, emphasizing assessment and alignment with strategic goals.

Evaluating Employee Performance: Line Manager Ratings

This PPT slide evaluates line manager performance ratings as an employee assessment method, detailing its benefits and drawbacks. Benefits include swift data collection for efficiency, alignment with organizational goals, a strong audit trail for accountability, and candidate acceptance enhancing trust in evaluations. Drawbacks highlight potential bias from line managers, the need for objectivity training to avoid flawed data, and the limitation of assessments to observable role features. A critical recommendation is to use this method alongside other assessment techniques to mitigate biases and improve evaluation reliability. Careful implementation and oversight are essential for accurate and fair evaluations.

Criteria-Driven Assessment Methods for Role Evaluation

This PPT slide outlines assessment methods for evaluating new roles within an organization, emphasizing criteria for effectiveness: coverage of range, accuracy, relevance, freedom from bias, acceptability, and practicality. Six primary assessment methods are identified: 1. Existing Performance Management Data - Utilizes historical performance data for assessments. 2. Line Manager Performance Ratings - Provides insights from supervisory feedback on employee performance. 3. Competency-Based/Behavioral Interviews - Evaluates specific competencies and behaviors relevant to the role. 4. Personality Measures (OPQ) Linked to Competencies - Assesses personality traits that correlate with job competencies. 5. Simulation Exercises - Simulates real job scenarios to evaluate candidates' skills and responses. 6. Pertinent Employee Data - Analyzes relevant employee information to support assessment decisions. Stakeholders have varied requirements, necessitating careful selection of methods against established criteria to meet organizational needs.

Criteria for Effective Redeployment Assessment Tools

This PPT slide outlines the Redeployment Assessment process, integrating retrospective performance data with future-oriented assessment methods. It emphasizes the need for a fair, equitable assessment to mitigate biases from past evaluations by line managers. Key criteria for selecting assessment tools include coverage of relevant elements, accuracy for reliable outcomes, and relevance to the assessment context. Tools must be free from biases related to age, gender, or culture, and should be acceptable to users to foster trust. Practicality is also essential, ensuring tools are feasible in terms of cost, usability, and time constraints. This comprehensive approach ensures effective evaluation of employee performance and potential.

Evaluating Employee Data: Benefits and Risks

This PPT slide focuses on the role of employee data in assessment processes, highlighting metrics such as technical skills, qualifications, tenure, attendance, sick leave, and disciplinary actions. Benefits include expanded decision-making criteria and enhanced legitimacy of assessments, as these metrics are favored by stakeholders and trade unions. However, drawbacks include the risk of prioritizing data over actual performance metrics, which can lead to misguided assessments, and the potential for bias, especially with attendance-related data. Careful consideration is necessary in assigning weight to these measures to ensure fairness and accuracy in employee evaluations, balancing stakeholder input with relevance to future job performance.

Distinguishing Downsizing from Restructuring: Key Insights

This PPT slide distinguishes between downsizing and restructuring in organizational change. Downsizing involves reducing employee numbers without altering core responsibilities, lacking a new ownership strategy and hierarchical changes. In contrast, restructuring is transformative, creating new roles and modifying existing ones, often requiring new skills or resources and potentially shifting ownership. This hierarchical process can impact high-level ranks within the organization. The slide poses the critical question, "Who should we eliminate?" highlighting the decision-making involved in both approaches and their implications for the workforce.

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