Managing Redundancy and Supporting Staff More Effectively
Redundancies can be costly, time consuming and have a negative effect on staff morale especially if they are not managed well. This one day training course workshop provides the background information and guidance to enable operational managers and HR teams to implement the redundancy processes effectively. It can also provide valuable information to staff
According to ACAS, about 130,000 workers in the UK are taking voluntary redundancy or being made redundant every three months (as at October 2013). Redundancy is seldom pleasant, when redundancies occur people feel threatened and insecure, even if they are not members of the redundant group.
Redundancy situations generally occur when a decision is made that an employee’s job no longer exists. This may happen for a number of reasons, for example, recession, company restructure, operations relocated or efficiency cuts.
HR staff and operational managersare oftentasked with leading the redundancy process and whilst many organisations have policies and procedures to follow these seldom provide sufficient guidance on the detail and the human/emotional aspects that they will need to manage the process properly. Knowing how to manage redundancy is an essential part of a manager’s role and if not managed in the correct way redundancy can have a far reaching impact within an organisation.
This one-day workshop is for all HR staff and Operational Managers who are likely to be tasked with implementing a redundancy process, supporting others with implementation or just answering questions on, redundancy. It can also be tailored for delivery to staff helping to address their fears and concerns regarding process
Aims and Objectives
This one day training course has been developed to provide participants with an increased understanding of how to manage redundancy, including the legal framework and the process to follow for a fair redundancy.
On completion participants will be able to:-
- Define what constitutes a redundancy
- Describe the legal framework for redundancy including non-statutory codes of practice
- Explain the process of a fair redundancy
- Describe the benefits of a systematic approach to redundancy
- Design a fair selection criteria
- Identify potential discrimination issues
- Highlight the importance of consultation with employees
- Identify the range of support measures, internally and externally, which should be provided to those being made redundant
- Identify ways in which organisations can prevent a redundancy situation
- Work effectively with trade unions and other staff representatives
- Consider issues which will impact on redundancy pay entitlement
- Deploy a range of soft skills to address challenging questions and situations
- Be aware of an employee’s entitlement to appeal
All definitions of and contexts for redundancies are covered but it is also possible to tailor content to specific situations. This might, for example, necessitate the inclusion of organisational specific policies and procedures or a more major emphasis on good practice best practice for situations of “collective redundancy” faced by larger enterprises or alternatively the needs of organisations facing smaller scale redundancies. Tailoring to specific situations and circumstances may incur small additional costs.