Audit manpower efficiency
Eileen Crawley has contributed to professional
growth of numerous corporate managers and executives over last 20 years
in Malaysia, Spain and UK. With a strong academic background in training
and extensive experience in corporate training, Ms. Crawley has deep
understanding of the Malaysian environment and other European business
contexts.
Q. What are the effective communication and management skills for HR during a turnaround?
A. During a turnaround, it is imperative for a business to retain open communication across levels and holding town hall meetings can be one way.
This requires selection of the right candidate with good
communication skills and who understands strategic plans. HR should
ensure information flows from this one source only and the same
information is given to all stakeholders. It can prevent gossip and
speculation among the staff by ensuring their access to same news and
reports at the same time. HR can assist a turnaround by defining a clear
vision for strategic plans and business focus, however, the company
should have a convincing ‘story’ to tell.
As part of planning and management, HR should identify, in collaboration
with strategic management, the key businesses which the company should
retain, and their manpower need. It should identify those parts of
business which need to be sold or outsourced. The objective behind these
decisions should be made clear by HR to the staff. HR should conduct
confidential manpower audit to assess retention needs and prepare
redundancy plans for least needed staff. It is imperative HR should
inform the people about redundancy plans before or at the same time as
they find out about the overall cuts to be made, to prevent uncertainty. Read more...
Q. What are the effective communication and management skills for HR during a turnaround?
A. During a turnaround, it is imperative for a business to retain open communication across levels and holding town hall meetings can be one way.
This requires selection of the right candidate with good
communication skills and who understands strategic plans. HR should
ensure information flows from this one source only and the same
information is given to all stakeholders. It can prevent gossip and
speculation among the staff by ensuring their access to same news and
reports at the same time. HR can assist a turnaround by defining a clear
vision for strategic plans and business focus, however, the company
should have a convincing ‘story’ to tell.
As part of planning and management, HR should identify, in collaboration
with strategic management, the key businesses which the company should
retain, and their manpower need. It should identify those parts of
business which need to be sold or outsourced. The objective behind these
decisions should be made clear by HR to the staff. HR should conduct
confidential manpower audit to assess retention needs and prepare
redundancy plans for least needed staff. It is imperative HR should
inform the people about redundancy plans before or at the same time as
they find out about the overall cuts to be made, to prevent uncertainty. Read more...Read More IIPM Related Articles
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