redeployment - Blog - Global Risk Community2024-03-29T11:05:57Zhttps://globalriskcommunity.com/profiles/blogs/feed/tag/redeployment8 Key Steps of Data Integration: Restructuring Redeployment Assessment Managementhttps://globalriskcommunity.com/profiles/blogs/8-key-steps-of-data-integration-restructuring-redeployment-assess2021-02-13T06:54:53.000Z2021-02-13T06:54:53.000ZMark Bridgeshttps://globalriskcommunity.com/members/MarkBridges<div><p><a href="{{#staticFileLink}}8548844488,original{{/staticFileLink}}"><img class="align-right" src="{{#staticFileLink}}8548844488,RESIZE_400x{{/staticFileLink}}" alt="8548844488?profile=RESIZE_400x" width="325" height="217" /></a><a href="https://flevy.com/business-toolkit/restructuring">Restructuring</a> becomes essential at some stage in the lifecycle of any organization. In order to emerge triumphant through this tumultuous challenge, it is necessary that the focus remains on the challenges impeding the organization, Strategy Development to tackle the challenges, and prioritizing Strategic Initiatives to deliver radical results that lead the organization to Operational Excellence.</p><p>Redeployment is the most significant phase in the Restructuring process. Within Redeployment, the Assessment phase is critical as the revitalization of the whole organization is dependent on correct Assessments and right placement of employees based on those Assessments.</p><p>Proper Redeployment Assessment Management is of utmost importance in Restructuring, and it should follow a structured approach, which means managing 5 core areas:</p><ol><li><span style="font-size:12pt;">Manage Assessment Team</span></li><li><span style="font-size:12pt;">Manage Anxiety Level of Candidates</span></li><li><span style="font-size:12pt;">Manage Amount of “Deviant Behavior” in the Assessments</span></li><li><span style="font-size:12pt;">Manage Level of Duplicity, Wild Guessing, and Other Forms of Distortion</span></li><li><span style="font-size:12pt;">Manage Amount of Feedback and Its Timing after the Event</span></li></ol><p>Managing 5 core areas ensures smooth implementation of the Redeployment Assessment process, which is a major milestone of the Restructuring project.</p><p>The Redeployment Assessment process has to be detailed, accurate, and prompt. <a href="https://flevy.com/business-toolkit/due-diligence">Due Diligence</a> in documenting the process, verifying particulars, and balance between Rapidity and Accurateness is essential because:</p><ul><li><span style="font-size:12pt;">Organizational requirement to concentrate on post-restructuring environment is intense.</span></li><li><span style="font-size:12pt;">Employees’ urge to swiftly find out about their future is deep-seated.</span></li><li><span style="font-size:12pt;">Objections by employee stakeholders, as a consequence of large-scale retrenchment is high.</span></li><li><span style="font-size:12pt;">Probability of legal recourse by employees is also distinct.</span></li><li><span style="font-size:12pt;">Future <a href="https://flevy.com/business-toolkit/employee-engagement">Employee Engagement</a> is dependent on fair Assessment and correct placements.</span></li></ul><p>Assessments are based on Data Integration which involves a complex set of Data Points. Therefore, Data Integration has to follow a strict process for it to be productive. Following guiding principles will help in comprehensive and unbiased Data Integration:</p><ul><li><span style="font-size:12pt;">Behavioral evidence, gathered throughout the assessment, should form the basis of discussion.</span></li><li><span style="font-size:12pt;">Weightage given to certain competencies should be based on the evidence gathered in assessments.</span></li><li><span style="font-size:12pt;">Decisions should be derived solely on the basis of evidence.</span></li><li><span style="font-size:12pt;">Facilitator, who is experienced in integrating assessment data and challenging assessors to support their assessment ratings with behavioral evidence, should be engaged.</span></li><li><span style="font-size:12pt;">Standards of performance should be very clearly defined against which individuals are assessed and assessment information is integrated.</span></li><li><span style="font-size:12pt;">To increase consistency, the chair of integration should present at each assessment session.</span></li></ul><p>Grounded on these guiding principles, strict adherence to the following 8 Key Steps can steer the Data Integration phase in the right direction and make it productive:</p><ol><li><span style="font-size:12pt;"><strong>List all measures</strong></span></li><li><span style="font-size:12pt;"><strong>Weight all measures</strong></span></li><li><span style="font-size:12pt;"><strong>Identify minimum qualifications</strong></span></li><li><span style="font-size:12pt;"><strong>Create an overall score</strong></span></li><li><span style="font-size:12pt;"><strong>Quality and reality check</strong></span></li><li><span style="font-size:12pt;"><strong>Enter real data</strong></span></li><li><span style="font-size:12pt;"><strong>Review results</strong></span></li><li><span style="font-size:12pt;"><strong>Pool the candidates</strong></span></li></ol><p><a href="https://flevy.com/browse/flevypro/restructuring-redeployment-assessment-management-5439"><img class="aligncenter size-full wp-image-8653" src="https://flevy.com/blog/wp-content/uploads/2021/02/Slide-Deck-Image-Restructuring-Redeployment-Assesment-Management.png" alt="" width="687" height="515" /></a></p><p>Let us look at the first 3 steps in further depth.</p><p><strong>1. List all measures</strong></p><p>This list includes both qualitative and quantitative aspects, i.e., job performance data as well as the performance measures.</p><p><strong>2. Weight all measures</strong></p><p>Relevant weightage should be assigned to each measure. Job performance measures normally have more weightage than the potential measures.</p><p><strong>3. Identify minimum qualifications</strong></p><p>It is important to build checks into the system for anomalies, such as someone scoring overall high while failing to meet the essential criteria. For such eventualities a minimum qualification criterion has to be set.</p><p>Interested in learning more about the <a href="https://flevy.com/browse/flevypro/restructuring-redeployment-assessment-management-5439">8 key steps for Data Integration during Redeployment Assessment Management</a>? You can download <a href="https://flevy.com/browse/flevypro/restructuring-redeployment-assessment-management-5439">an editable PowerPoint on <strong>Restructuring: Redeployment Assessment Management</strong> here</a><u> </u>on the <a href="https://flevy.com/browse">Flevy documents marketplace</a>.</p><h3><span style="font-size:14pt;"><strong>Do You Find Value in This Framework?</strong></span></h3><p>You can download in-depth presentations on this and hundreds of similar business frameworks from the <a href="https://flevy.com/pro/library">FlevyPro Library</a>. <a href="https://flevy.com/pro">FlevyPro</a> is trusted and utilized by 1000s of management consultants and corporate executives. Here’s what some have to say:</p><blockquote><p>“My FlevyPro subscription provides me with the most popular frameworks and decks in demand in today’s market. They not only augment my existing consulting and coaching offerings and delivery, but also keep me abreast of the latest trends, inspire new products and service offerings for my practice, and educate me in a fraction of the time and money of other solutions. I strongly recommend FlevyPro to any consultant serious about success.”</p><p>– Bill Branson, Founder at Strategic Business Architects</p></blockquote><blockquote><p>“As a niche strategic consulting firm, Flevy and FlevyPro frameworks and documents are an on-going reference to help us structure our findings and recommendations to our clients as well as improve their clarity, strength, and visual power. For us, it is an invaluable resource to increase our impact and value.”</p><p>– David Coloma, Consulting Area Manager at Cynertia Consulting</p></blockquote><blockquote><p>“FlevyPro has been a brilliant resource for me, as an independent growth consultant, to access a vast knowledge bank of presentations to support my work with clients. In terms of RoI, the value I received from the very first presentation I downloaded paid for my subscription many times over! The quality of the decks available allows me to punch way above my weight – it’s like having the resources of a Big 4 consultancy at your fingertips at a microscopic fraction of the overhead.”</p><p>– Roderick Cameron, Founding Partner at SGFE Ltd</p></blockquote></div>Redeployment - The Most Critical Phase of Restructuringhttps://globalriskcommunity.com/profiles/blogs/redeployment-the-most-critical-phase-of-restructuring2020-12-30T06:50:00.000Z2020-12-30T06:50:00.000ZMark Bridgeshttps://globalriskcommunity.com/members/MarkBridges<div><p><a href="{{#staticFileLink}}8358265667,original{{/staticFileLink}}"><img class="align-right" src="{{#staticFileLink}}8358265667,RESIZE_400x{{/staticFileLink}}" alt="8358265667?profile=RESIZE_400x" width="250" /></a> Business Transformation is a given in the lifecycle of organizations. If an organization or business desires to continue growing gainfully, it has to keep Restructuring and Innovating with time. Successful Restructuring can be achieved by pursuing a robust 4-phase approach. Each incremental phase paves the way for shaping the next phase:</p><ol><li><span style="font-size:12pt;"><strong>Strategic Analysis</strong></span></li><li><span style="font-size:12pt;"><strong>Structural Redesign</strong></span></li><li><span style="font-size:12pt;"><strong>Redeployment</strong></span></li><li><span style="font-size:12pt;"><strong>Renewal</strong></span></li></ol><p><a href="https://flevy.com/browse/flevypro/strategic-restructuring-critical-success-factors-5389"><img class="aligncenter size-full wp-image-8183" src="https://flevy.com/blog/wp-content/uploads/2020/12/Slide-deck-image-Redeployment-after-Restructuring.png" alt="" width="1002" height="752" /></a>Redeployment is the most critical phase in the Restructuring process. It presents an opportunity to progress towards strategically directed performance goals and establish the foundation for a new Organizational Culture.</p><p>Carrying out an efficacious Redeployment, however, necessitates navigating around the pitfalls that threaten the process. These snags include:</p><ul><li><span style="font-size:12pt;"><strong>Lack of detailed planning on how Redeployment will be handled</strong></span></li></ul><p>“If you fail to plan, you plan to fail” is an oft repeated adage that has wisdom based on experience of many failures throughout history. The Redeployment plan should be thoroughly discussed and developed at the Redesign stage, giving out details of all aspects of Redeployment.</p><ul><li><span style="font-size:12pt;"><strong>Restricted access to information approach</strong></span></li></ul><p>Organizational leadership often try to avoid sharing information due the fear of losing control. During the tumultuous phase of Redeployment, leadership should be communicating with the employees quite frequently to alleviate any concerns and build their trust.</p><ul><li><span style="font-size:12pt;"><strong>Failure in immediate and full disclosure of information</strong></span></li></ul><p>Timely and full disclosure of information is absolutely essential for the process to run smoothly.</p><p>A robust communications system has to be put in place for dissemination of timely information predominantly in the Redeployment phase as employee apprehensions are at the highest level in this stage.</p><p>You can learn more about the pitfalls during Redeployment here in the <a href="https://flevy.com/browse/flevypro/redeployment-after-restructuring-5408">editable PowerPoint on<strong> Redeployment after Restructuring</strong>.</a></p><p>Redeployment, in order to be successful, has to go through 7 steps that need careful planning and execution with precise timing. These 7 steps include:</p><ol><li><span style="font-size:12pt;"><strong>Continuously maintaining a robust Communications Plan.</strong></span></li><li><span style="font-size:12pt;"><strong>Developing an employee assessment system based on the newly-defined business needs and goals.</strong></span></li><li><span style="font-size:12pt;"><strong>Creating a system of reviews and appeals.</strong></span></li><li><span style="font-size:12pt;"><strong>Deploying an internal placement group.</strong></span></li><li><span style="font-size:12pt;"><strong>Launching a severance plan for those who decide to leave the organization.</strong></span></li><li><span style="font-size:12pt;"><strong>Providing training to employees at all levels for them to be able to develop competencies required to assume the responsibilities in a transformed organization.</strong></span></li><li><span style="font-size:12pt;"><strong>Planning for the renewal phase following redeployment.</strong></span></li></ol><p> </p><p>Let us delve a little deeper into this second step:</p><h3><strong>2. <span style="font-size:12pt;">Develop an Employee Assessment System based on the newly defined business needs and goals.</span></strong></h3><p> </p><p>The system should assess potential employees against required competencies for the position. A matrix should be created to serve as an assessment tool to structure the selectors’ thinking. Each competency should be assigned a weight and the cumulative score should be the sum of weighted scores of each competency. Input should be based on interviews with candidates, feedback from managers and supervisors. The matrix should be used as a tool only and selection decision should not be predetermined rather based on all aspects, i.e. qualitative as well as quantitative.</p><p>The selectors should be trained to ask targeted questions to assess competencies and document them properly. Assessment should be divided into 3 sections:</p><ul><li>Go/No-Go section to assess the candidates’ ability to meet the minimum requirements.</li><li>Evaluation of each candidate against the competencies mentioned for each position.</li><li>Document modification in decision due to absenteeism, affirmative action concerns, etc.</li></ul><p>Interested in learning more about the Redeployment Steps? You can download <a href="https://flevy.com/browse/flevypro/redeployment-after-restructuring-5408">an editable PowerPoint on Redeployment after Restructuring here </a>on the <a href="https://flevy.com/browse">Flevy documents marketplace</a>.</p><h3><span style="font-size:12pt;"><strong>Do You Find Value in This Framework?</strong></span></h3><p>You can download in-depth presentations on this and hundreds of similar business frameworks from the <a href="https://flevy.com/pro/library">FlevyPro Library</a>. <a href="https://flevy.com/pro">FlevyPro</a> is trusted and utilized by 1000s of management consultants and corporate executives. Here’s what some have to say:</p><blockquote><p>“My FlevyPro subscription provides me with the most popular frameworks and decks in demand in today’s market. They not only augment my existing consulting and coaching offerings and delivery, but also keep me abreast of the latest trends, inspire new products and service offerings for my practice, and educate me in a fraction of the time and money of other solutions. I strongly recommend FlevyPro to any consultant serious about success.”</p><p>– Bill Branson, Founder at Strategic Business Architects</p></blockquote><blockquote><p>“As a niche strategic consulting firm, Flevy and FlevyPro frameworks and documents are an on-going reference to help us structure our findings and recommendations to our clients as well as improve their clarity, strength, and visual power. For us, it is an invaluable resource to increase our impact and value.”</p><p>– David Coloma, Consulting Area Manager at Cynertia Consulting</p></blockquote><blockquote><p>“As a small business owner, the resource material available from FlevyPro has proven to be invaluable. The ability to search for material on demand based our project events and client requirements was great for me and proved very beneficial to my clients. Importantly, being able to easily edit and tailor the material for specific purposes helped us to make presentations, knowledge sharing, and toolkit development, which formed part of the overall program collateral. While FlevyPro contains resource material that any consultancy, project or delivery firm must have, it is an essential part of a small firm or independent consultant’s toolbox.”</p><p>– Michael Duff, Managing Director at Change Strategy (UK)</p></blockquote><blockquote><p>“FlevyPro has been a brilliant resource for me, as an independent growth consultant, to access a vast knowledge bank of presentations to support my work with clients. In terms of RoI, the value I received from the very first presentation I downloaded paid for my subscription many times over! The quality of the decks available allows me to punch way above my weight – it’s like having the resources of a Big 4 consultancy at your fingertips at a microscopic fraction of the overhead.”</p><p>– Roderick Cameron, Founding Partner at SGFE Ltd</p></blockquote><blockquote><p>“Several times a month, I browse FlevyPro for presentations relevant to the job challenge I have (I am a consultant). When the subject requires it, I explore further and buy from the Flevy Marketplace. On all occasions, I read them, analyze them. I take the most relevant and applicable ideas for my work; and, of course, all this translates to my and my clients’ benefits.”</p><p>– Omar Hernán Montes Parra, CEO at Quantum SFE</p></blockquote></div>