In the final part of our series we are looking at moving forwards
after redundancy.

A redundancy program is only one possible answer to a business
problem and it is very seldom a complete solution. The organisation
needs to ensure that its whole business strategy is reviewed and
that all reasons for lost competitiveness are addressed.

Failing to address workforce issues and driving the company into
bankruptcy thus losing all jobs does not make sense. There are
strategies, falling short of redundancies, which although having an
adverse impact, are better than the alternative and can help your
organisation prepare for the future and become a strong competitor
in your market.

These strategies could include:

Managing Poor Performers – businesses are sometimes very fearful of
managing poor performers from – especially if they have a number of
years service. It will be a fact that these poor performers are
not providing the same productivity output as other members of the
workforce and are therefore ultimately costing your business.
While it may take a number of months to either get the employee
performing to the level expected or manage them out of the
business, it will be time well spent.

Retraining or Redeployment – this should always be explored in
depth. This may be a great opportunity to create a multi-skilled
workforce which may give the organisation an opportunity to take on
additional work in a certain area, where there has been a downturn
in work in another area. It is more cost effective than
compensation, recruitment and induction costs.

If you would like more information on these and other alternatives
that may be available to you then contact us today on 0191 460 1111

This entry was posted on Friday, December 5th, 2008 at 4:37 pm and is filed under Human Resources. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.