Redundancy and redeployment are taboo words which the HR industry is trying to avoid at the moment, but there are times when, unfortunately, we have to face these processes. Obviously this is not something which we take lightly, and alternatives should be considered in the first instance. But if you do have to take the unenviable decision to downsize or redeploy your workforce, we recommend that you implement a fair and objective process to ensure that you make the right decisions for the future of your business.

At different times in their lifecycle, organisations undergo change which inevitably impacts people within the business. At such times an organisation may need to evaluate its employees to ensure it has the right people in the right roles. a&dc provides an advice guide (get in touch if you'd like it, or comment below) with more detail on this subject, but there are a few key points you should always consider during any evaluation process for redundancy or deployment:

a&dc also recommends that organisations making redundancies consider support for leavers, eg detailed feedback from any evaluations, workshops on job searching, CV and applications forms, approaching selection processes, etc

Obviously there is a lot more to the process than these points and I would always recommend involving experts in this field to make sure this process runs as smoothly as possible. If you are considering redundancy or redeployment in your organisation, my colleague Helen Bradley is hosting a webinar on the subject covering:

Helen has extensive experience in helping organisations and public bodies to assess for redundancy and redeployment and will provide examples throughout the session. You can sign up to the webinar here.

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