Reorganise, restructure, redeploy, redundancy
Every organisation must change from time to time because of the demands, pressures and opportunities they encounter - and that means usually their staff need to adjust the way they work as a result.
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Changes arise when:
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there is a reduced need for a certain type of work โ potentially resulting in redundancies
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there are changes to how a certain type of work will be delivered โ possibly requiring a restructure
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work and roles are reorganised within different teams or management structures and people are redeployed
Special situations such as mergers, de-mergers and acquisitions very frequently result in complex, far reaching changes of work, roles and employees. Probably the one which employers are most familiar with is a TUPE transfer (Transfer of Undertaking (Protection of Employment) Regulations 2006).
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How organic hr can help
We support delivery of those three aspects that are absolutely fundamental to
the success of any change management initiative:
1. Timely and ongoing communications
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2. Identifying the correct balance, quantity and quality of roles and staffing
for your future needs
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3. Handling the process in a sensitive manner in compliance with employment
