Posts

Showing posts from July, 2019

Remembering the human beings at the centre of HR change processes – PART 3

Image
I was looking in my back-up folder for something else and came upon this piece of reflection and advice to myself for the future – written just over 8 years ago, before I blogged or tweeted. I remember sitting down to write this within a few days of completing my involvement with a large-scale change that included a complete restructure and, unfortunately, some redundancies. I nearly said ‘a headcount reduction’ but we all know what that really means!
With some minor editing and anonymisation, I’ve decided to share it in a three-part blog. In part 1, I covered making sure the HR team is resourced, prepared and supported, the importance of accurate data, and engaging with staff, specific and contextualised communications. In part 2, I included timescales and planning, organisational culture, and practical considerations such as consultation, voluntary departures and to use or not to use slotting in.
In this final part, I cover governance, upwards management, appointment processes, more a…

Remembering the human beings at the centre of HR change processes – PART 2

Image
I was looking in my back-up folder for something else and came upon this piece of reflection and advice to myself for the future – written just over 8 years ago, before I blogged or tweeted. I remember sitting down to write this within a few days of completing my involvement with a large-scale change that included a complete restructure and, unfortunately, some redundancies. I nearly said ‘a headcount reduction’ but we all know what that really means!
With some minor editing and anonymisation, I’ve decided to share it in a three-part blog. In part 1, I covered making sure the HR team is resourced, prepared and supported, the importance of accurate data (more on that in part 3 too), engaging with staff, specific and contextualised communications.
1.Timescales
Need to be realistic! If the change is big and the timescale is short, the more preparation in advance, the better. If the timescale is challenging, be honest with staff and stakeholders as to why. Recognise that a challenging times…

Remembering the human beings at the centre of HR change processes – PART 1

Image
I was looking in my back-up folder for something else and came upon this piece of reflection and advice to myself for the future – written just over 8 years ago, before I blogged or tweeted. I remember sitting down to write this within a few days of completing my involvement with a large-scale change that included a complete restructure and, unfortunately, some redundancies. I nearly said ‘a headcount reduction’ but we all know what that really means!

With some minor editing and anonymisation, I’ve decided to share it in a three-part blog.
This is my list of what to expect, what to plan for and what to do, following my experience of leading HR for a large-scale change in 2010 to 2011.
It is in no particular order, but starts with preparation, moves onto what to consider, what to do and what employment law knowledge and thorough understanding is essential.

This is very much HR focused, but clearly other teams like Finance and other essential corporate teams such as Communications and …