RIF Tools
From OrgChart.net
Contents |
Basic Tools: Org Charts
Org charts are a valuable tool to help manage Reduction In Force because they serve as the primary central source of all relevant and important employee data. By maintaining an up-to-date, accurate org chart, employers can access baseline information about the workforce. They can examine an employee’s position in the company, document his or her performance, salary, and other metrics, and use basic drag and drop tools to rearrange employees or divisions within an organization.
They can determine who is most valuable in the organization by indicating ”key” positions and, in turn, evaluate what positions could be removed from the organization. Over budget spending, as with employees salaries, can be monitored and highlighted to see where costs may be reduced without making Reductions in Force. With the ability to track changes made to an org chart, documenting the reasons behind each decision, and tracking implementation, employers could avoid costly litigation.
Additionally, employers can easily abide by the laws and acts meant to protect office diversity and employees with special circumstances by viewing employee demographics throughout the decision-making process. Maintaining diversity in a workplace is not only required by law, but is beneficial for maintaining intellectual capital and different perspectives within an organization.
More Sophisticated Tools: Decision Support
Workforce transitions put companies at risk by introducing uncertainty, slowdowns in productivity, loss of key employees, separation costs and potential litigation. Your organization can benefit from a system to manage the processes associated with workforce change by reducing errors, enabling informed decisions, providing an audit trail and more.
More sophisticated tools offer decision support, automation and compliance for workforce separation and restructuring events. Ideally, you need a tool that can identify and retain the right people by allowing you to:
- Identify duplicate roles and positions
- Rapidly perform skills-based and performance-based assessments
- Model integration
- Separation and redeployment scenarios
- Preview post-transition talent pools
- Support compliant, fact-based decisions
