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Most organisations today need to consider cost effective options with immediate (or "as soon as") returns for processes that normally take a long time to complete.
Take for example the decision process on large scale job losses. Not a nice subject at any time, but more and more organisations are headlining with this subject - In both the Public and Private Sector.
Not very well known in the technology space is a solution called Transition Manager (by HumanConcepts). Transition Manager is currently the only software solution that helps organisation with transitions end to end. When you considered that Transition Manager speeds up decision making, whilst also managing the risks (including compliance, loss of key employees etc.) you realise that there is a lot of benefit to be gained.
How Transition Manager Works (High Level):
Stage 1 - Event Definition
Define projects and underlying events to manage large scale voluntary and Involuntary workforce alignments. Set quantitative and qualitative event obectives. Track milestones, status, history and workflow.
Stage 2 - Eligibility Management
Easily identify who is eligible for both voluntary and involuntary initiatives. Set specific rules for supervisors, managers and/or directors to consider as they evaluate each eligible employee. Common factors include business units, job functions, salary grades, skill sets, performance and locations.
Stage 3 - Decision Criteria
Access comprehensive set of decision criteria and information to enable informed decisions. Use tools to rate each employee on specific factors for a consistent, structured approach. Factors can include skills, competencies, performance or other business specific attributes
Stage 4 - Scenario Modelling
Model options using detailed underlying data to identify optimal way forward. Modelling can reveal total costs associated with an event, including outplacement, special payments and vacation calculations - factors often overlooked during manual modelling.
Instantly calculate salary and overhead differentials before and after workforce separations.
Stage 5 - Exit Processing
Easily manage all the data required for producing separation packages. Calculate components based on organisational compensation structure and policies. Produce personalised separation packages that meet predefined corporate, legal and regulatory guidelines.
Also for consideration
Self-Service Portals:
Rapidly deploy role-based portals that enable self-service access to relevant information and tasks. Access company-defined content including exit checklists, forms, guidelines, news, policies and procedures through a web browser.
Risk Mitigation:
Ensure that appropriate steps are taken across applicable events, workgroups and populations with automated workflow. Create reports, audit history tracking and alerts to comply with Adverse Impact, Diversity, Age Distribution, Union Labor Contracts, Policies, and other regulations.
Reporting & Analytics:
Create pre-defined reports, such as adverse impact, age discrimination, event cost and progress, to keep key managers informed of the critical details of the event as it progresses.
Track real-time event progress through checklist status and event extract reporting of how well the organisation is meeting its progress objectives. Eliminate time consuming, and nearly impossible, manual or ad-hoc reporting.
Transition Manager by HumanConcepts is a web-based solution providing decision support, process management and compliance audits for workforce separation resulting from restructuring, downsizing, on-going alignments, divestitures, mergers and acquisitions, or outsourcing.
For large enterprises separating from a few to thousands of employees, the solution provides:
- Key talent retention
- Consistency and transparency
- Risk Management and compliance
- Restructuring efficiency
- Workflow management and auditability
With Transition Manager, enterprise customers can make informed decisions about workforce reductions, manage the transactions resulting from those decisions and monitor results. The solution enables Executives, HR Management and Line of Business Managers to collaboratively manage workforce change and ensure they retain top performers.
Do you see any challanges with using a technology solution such as Transition Manager?
Contact me for more information.
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