assessment 1
Short Report on best pactice policies and processes for managing separation/termination:
First of all I will undertake research to determine features of best practice systems of separation /termination and the legal requirements. After that I will consult with relevant managers prior to the introduction of new changes. Than I will develop policies, procedures and supporting documentation for all forms of separation/termination and will ensure procedures for dismissal or termination respect employees, provide strict confidentiality and comply with legislation.
I will contact with senior management to obtain their support for separation/termination policies and procedures and after that will communicate policies and procedures and supporting documents to relevant people. At the end I will use feedback to make refinements to policies, procedures and supporting documents for separation and termination.
Executive Summary for Senior Management:
Restructuring is a complex issue with make or break implications for organisations.
The benefits of restructuring include reducing the cost base while creating more efficient structures, effective processes and engaged staff.
Some of the actions that should be completed during each phase of the restructure/downsizing include: before: planning for Change
• Define the organisational change purpose, strategy and success measures.
• Identify the fit-for-purpose structure, capabilities, roles and accountabilities required.
• Finalise the change strategy and implementation plan.
• Plan how to retain the key skills and capability required.
• Prepare and equip leaders below the executive team. during: implemenTing The Change
• Clarify timing and accountabilities for announcements and departures. • Define process of selection and placement.
• If transitioning in phases – deliver a plan that minimises impact on business and productivity, and that enables high retention. Avoid ‘death by a thousand cuts.’
•
First of all I will undertake research to determine features of best practice systems of separation /termination and the legal requirements. After that I will consult with relevant managers prior to the introduction of new changes. Than I will develop policies, procedures and supporting documentation for all forms of separation/termination and will ensure procedures for dismissal or termination respect employees, provide strict confidentiality and comply with legislation.
I will contact with senior management to obtain their support for separation/termination policies and procedures and after that will communicate policies and procedures and supporting documents to relevant people. At the end I will use feedback to make refinements to policies, procedures and supporting documents for separation and termination.
Executive Summary for Senior Management:
Restructuring is a complex issue with make or break implications for organisations.
The benefits of restructuring include reducing the cost base while creating more efficient structures, effective processes and engaged staff.
Some of the actions that should be completed during each phase of the restructure/downsizing include: before: planning for Change
• Define the organisational change purpose, strategy and success measures.
• Identify the fit-for-purpose structure, capabilities, roles and accountabilities required.
• Finalise the change strategy and implementation plan.
• Plan how to retain the key skills and capability required.
• Prepare and equip leaders below the executive team. during: implemenTing The Change
• Clarify timing and accountabilities for announcements and departures. • Define process of selection and placement.
• If transitioning in phases – deliver a plan that minimises impact on business and productivity, and that enables high retention. Avoid ‘death by a thousand cuts.’
•