Overview
Course duration: 2 days.
Is it right for me?
Suitable for
- HR and personnel professionals
- Employee relations managers
- Communication executives
- HR business partners
- Head of people management
- Organisational development specialists
- Learning managers
- Change managers
- In-house legal advisors
What will I learn?
- Get to grips with the legal framework surrounding organisational restructurings
- Develop the skills and knowledge to handle redundancies
- Learn how to assess risk and set flexible priorities
- Realise how to avoid common pitfalls when navigating the legal minefield of reorganisations
- Understand the change process, its psychological impact, and how to manage resistance to change
- Explore how communication can facilitate the change process and learn how to implement effective communication strategies
- Equip your leaders, managers and change agents with the skill set to maximise team dynamics and successfully lead the organisation through restructures
- Access core approaches to minimise disruption to your business
What will it cover?
09:00 Registration and coffee
09:30 Welcome, introduction and objectives for the day
09:45 The legal context of contract variation
- Making and varying employment contracts
- Individual and collective consultation
- Gaining consent
- Dealing with grievances
- Avoiding constructive dismissal and claims for breach of contract
- Introducing flexibility into the employment contract – lessons learned from Home Office v Evans and other significant case law decisions
11:00 Coffee and networking
11:15 Information and Consultation
- The duty to inform and consult – how must this be applied?
- How far must consultation go – UK Coal Mining v NUM
- Knowledge sharing under the latest regulations
- Collective versus individual consultation
- Managing the consultation process – best practice guidance
- Protective awards
- Working with trade unions
- Redundancy selection
12:30 Lunch and networking
13:30 Managing redundancy – best practice guidance
- What are the key legal issues for HR? What regulations apply?
- Redundancy or reorganisation?
- Developing a plan for redundancy
- Avoiding unlawful discrimination
- Redundancy payments
- Dispute Resolution Regulations
- Redundancy and unfair dismissal
- Approaching and consulting with trade unions
- How do you seek volunteers for redundancy?
- The pool for selection and fairness of selection
- Offers of suitable alternative employment
- Retention bonuses and no-cash incentives
- Case law update: list recent cases
14:45 Coffee and networking
15:00 Handling business transfers and mergers
- When do the TUPE regulations apply?
- Identifying who transfers
- Which liabilities transfer?
- Informing and consulting
- Harmonising terms and conditions
- New duties of disclosure in practice
- TUPE redundancies and changing terms
- Group pensions and reward - what are the considerations?
- Outsourcing and offshoring
- Understanding the role of HR during a merger – due diligence and best practice
- Managing two workforces – key considerations
16:00 Avoiding common pitfalls when dealing with reorganisations, restructurings and redundancies
- Top tips for HR when managing restructures
- Discussing frequently occurring scenarios and HR best practice solutions
- Getting the communication process right
16:30 End of seminar day one
Day Two – Facilitating the Change Process during Reorganisations, Restructurings and Redundancies: Tools, Strategies and Practice
Led by Angela Qureshi
09:00 Registration and coffee
09:30 Welcome, introduction and objectives for the day
- Reorganisations, restructuring and redundancies – different reasons for change from the strategic to the operational, and consequences and impact of each
- Exploring why changes fail and critical factors to move to success
10:00 Examining common people challenges and issues during an organisational restructure
- Understanding the change process and the psychological impact of change: what you can do to manage reactions and resistance to change
- Exploring the principal stages of change and key initiatives to navigate successfully through each stage
- Assessing readiness to change in your organisation and likely resistance: diagnostic tools and approaches to manage through the barriers
- Selecting for change: exploring different options and approaches to manage the transition through a restructure. Getting from where you are now to where you want to be
11:00 Coffee and networking
11:15 Managing redundancy: options to minimise the impact on the individual and the organisation
- Handling the meetings: skills sets to do it well, possible reactions from people, selecting who to conduct the meetings and skilling up your managers
- Managing the impact on others not affected by the redundancies
- What to do during the consultation process: how to handle the period of unknown for people
- Options and possibilities to optimise your support to the individual, and manage the impact. What can your organisation offer and provide as an employer of choice?
12:00 The crucial role of communication in facilitating the change process
- Effective communication strategies, skills and tools to support change initiatives:
- Exploring different options and requirements at different stages
- Moving from awareness to commitment
- Sustained communication and its impact on employee relations: keeping staff informed and involved at every stage of the restructure
- The role of leaders and managers to promote the vision, model reaction, to cascade and to manage close communication, understanding and exchange
13:00 Lunch and networking
14:00 Maximising team dynamics pre and post restructure
- Understanding teams and the process of team development:
- What happens to a team during fragmentation and change
- New teams from old
- Processes and approaches to move quickly to a new team dynamic
- What you can do to facilitate success
14:30 Equipping your leaders, managers, HR and other change agents to lead and facilitate an effective change process
- HR as business partner: HR’s value added role to lead and support change
- Assessing your leaders: what you can do to support and facilitate them as leaders of change
- Developing awareness and the skills sets to manage people through change and their reactions to change.
- Identifying and working with key players and creating change champions
15:00 Coffee and networking
15:15 Mergers and acquisitions: additional considerations
- Why mergers and acquisitions fail
- Merging culture and values: what is culture and can you define your organisation’s values:
- Identifying the culture and values of the transferring organisation.
- What culture will prevail
- How will the transition be managed?
- The top team, and senior management: power and politics, strategy and alignment
15:45 Planning for change: project definition and management to ensure successful implementation
- Project definition: your organisation’s reasons for change - clarifying the purpose and goals and defining the scope and reach of the change initiative
- Establishing the change team, roles and champions
- Exploring the scope of impact of the change on other strategies and processes including business planning, training and development needs, performance management
- Monitoring and measuring success
16:30 End of seminar day two