Voluntary Separation Scheme

Transcription

1 Voluntary Separation Scheme Sharing Best Practices & Experiences ARL HR Conference Syed Mazhar Hussain Senior Executive Vice President Human Resources

2 Agenda Organization Business Planning Process Aligning HR Strategies with Business Reduction in Force An Approach Key Challenges Implementation Plan 1

3 4 Steps Business Planning Process 4 3 ALIGNING HR PLANS & STRATEGIES What are implications for staff / employees? Organization Business Planning Process DEVELOPMENT OF BUSINESS COURSES OF ACTION Discover new markets, product acceptability Increase sales / revenues Increase spending or cost cutting ENVIRONMENTAL SCAN External Threats & Opportunities Internal Strengths & Weaknesses IDENTIFICATION OF BUSINESS ISSUE Business Climate, Market Share, Product success & failure etc

4 What is HR Agenda? To bring in Cultural Change in line with Strategic Objectives To align required headcount and competencies / skill set with business priorities To Manage Operational Efficiencies & Expenses 3

5 Aligning HR Strategies with Business There are four major HR strategies that are considered when aligning HR with business plans. ALIGNING HR PLANS & STRATEGIES Bring in Cultural Change Manage Operational Efficiencies & Expenses Align Required Headcount & Competencies Strategies to increase Staffing Level Strategies for Redeployment Strategies for Training & Development Strategies for Reduction in Force (RIF) 4

6 Reduction in Force (RIF): Voluntary Separation Scheme - A Tool An Implementation Approach Due Diligence Business Proposal Stakeholder Management & Approval Implementat ion Plan Execution & Manage Aftermath Review Future Business Strategy Study Organizational Structure Complete workforce Analysis Business Plan Target population / Jobs / Functions Financial Feasibility Identify Stakeholders (Internal & External) Onboard Critical Stakeholders Obtain necessary Approvals Project Management Team Design Communication Strategy Legal Implications Media Strategy Manage Rollout Prepare reports & Monitor Progress Plan Post Implementation Programs 5

7 Key Challenges Some of the key challenges that need to be considered: Negative stories of earlier Separation Schemes Less employment opportunities Separation Package Job security has become more critical in current economic scenario Unions / Other Groups 6

8 Implementation Plan Impact of above mentioned challenges may be managed through an effective and focused Implementation Strategy. 1 6 Provide Procedural Facilitations Establish Project Management Office Create Awareness / Communication Campaigns 2 STRATEGY 5 Create Additional Attractions Manage Industrial Relations 3 Manage Media & Other Stakeholders 4 7

9 Implementation Plan Strategy dimensions and key actions have been explained below: 1 Establish Project Managemen t Office KEY ACTIONS Establish Project Management Office Announce Committees and onboard Leadership Framing comprehensive procedures / guidelines Developed VSS Information System 2 Create Awareness Campaigns KEY ACTIONS Awareness Campaigns (Roadshows, Banners, Posters & Flyers) Entice maximum non-critical skill employees to accept the schemes Regularly keep employees aware through news papers, messages, SMS, countdown notices etc. 8

10 Implementation Plan Strategy dimensions and key actions have been explained below: 3 Manage Industrial Relations KEY ACTIONS Take Union representatives into confidence Proactively Manage Industrial Relations Managing Other Legal Affairs 4 Manage Media & Other Stakeholders KEY ACTIONS Conduct Press briefing Issue timely press releases Proactive engagement 9

11 Implementation Plan Strategy dimensions and key actions have been explained below: 5 Create Additional Attractions KEY ACTIONS Financial benefits Scheme (Banners, Poster, Flyers & Roadshows) Introduce Different Investment Options (in collaboration with financial institutions) 6 Provide Procedural Facilitations KEY ACTIONS Establish Support Centre Provide Toll Free No & Helpdesk Countdown Messages Provide Currier Services Shorten overall business process 10

12 Post Separation Scheme Situation Management Launch Trust Building Program to address Survivor Syndrome (grateful to be alive, but uncertain of what they are living for) Provide targeted business support through aggressive Capacity Building programs & provision of required talent / workforce Review and align Organization Design (Structure, Job Profiling, Cadres / Designation Alignment and Headcount Rationalization) as per business strategy Strengthen Performance Culture through realigned Performance Management Policies & Systems 11

13 Q&A 12

14 Thank You 13