by: date:. reasons for considering an e-transition strategy who, what, where, when, why and how of...
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By:Date:
Developing Our Transition Strategy
AgendaReasons for Considering an E-Transition Strategy
Who, What, Where, When, Why and How of Our Plan
Assessing Our Risks and Liabilities
Implementing Our Plan
Finding and Selecting the Right Partners
Technology Considerations
Budget and Resources
Evaluating Our Success
Copyright 2015 Prositions, Inc. 2
Reasons to ConsiderWhat are our key issues, challenges or problems?
(SWOT)
How would a transition strategy help us?
Why would we want to consider a plan?
What are the potential benefits?
What is our history or experience?
Have we used external resources? How did that work?
Did they use the latest technology and methodologies?
Do we have support for implementing a plan?
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Please identify the following:Our Key StrengthsOur Key WeaknessesOur Key OpportunitiesOur Key Threats
How would an E-Transition Strategy help us?
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S.W.O.T. Analysis
Strengths Weaknesses
Opportunities Threats
Why are we doing this?
Who would be impacted and need to be involved?
What types of transitions will we need to plan?
Where will this take place?
When will we need to do what?
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The 5 Ws of Our Plan
WX5
Types of employeesFull-time, part-time, temporary, contractor, union,
exempt, etc.
Tenure
Level or positionExecutive, Management, Professional, Line
Location
Area of the company, division, department, HQ
Protected class Age, Race, Gender, Ethnicity etc.
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Who will be impacted?
Reorganization
Reduction in Force (RIF)
Layoff
Termination
Transfer or Redeployment
Retirement
Attrition
Early Out
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Types of Transitions
RIF
Term
Retire
Severance packages
PTO payments
Continuation of compensation
Continuation of benefits
Stock, options, other equity
Buyout packages
Relocation packages
Transition or placement services
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Potential Severance
Package
E-Transitio
n
COBRA
PTO
Human Resources
Executive Leadership
Legal
Finance and Accounting
Information Technology
Marketing and PR
Line Management
Others
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Who Will Be Involved?
Leadership
H.R.
Legal
Assessing Risk and LiabilityWhat are our risks and potential liabilities ?
How can we mitigate these?
What are the differences in federal, state and local laws? Will this impact us?
What is the role and plan for legal to help mitigate these risks? (See Chart)
What is the role of Human Resources?
What is the potential impact to our brand and image?
How will our competitors try to take advantage of this information?
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Risk Mitigation PlansRisk Area Strategy Owner
Lawsuits Develop Plan A Legal
Financial Impact Develop Plan B Finance
Morale Develop Plan C Human Resources
Competition Develop Plan D Sales and Marketing
Bad Press Develop Plan E Leadership
Loss of Productivity Develop Plan F Line Management
Stock Valuation Develop Plan G Leadership & BOD
Business Partners Develop Plan H Channels
What tools will we use to plan and implement our strategy?
What are the phases of the plan we need to consider?
Who will be impacted and why?
What will the scope of plan be?
Who will deliver the messages and how?
Do we have an external communication plan?
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Implementing Our Plan
Tools Scope Impact
Will we use external resources to help us?
Who should be involved in the decision-making process?
How will we determine their capabilities and strengths?
How do we compare the technologies, experts and methodologies they use?
How do we compare cost and value?
Who will be responsible for the relationship with the selected partner?
Copyright 2015 Prositions, Inc. 13
Selecting a Partner
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Capabilities Comparison Chart
Investment Comparison Chart
Partner Vendor A Vendor B Prositions
Per Candidate License Cost
Number of Candidates
Set Up Costs
Other Costs
Subtotal
Discounts
Total
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How will we measure success?
What kinds of reports will we need?
Who should receive copies of these reports?
How will we measure ROI?
Do we want to measure the opinions and feelings of the transitioning employees?
How will we learn or improve based on this information and feedback?
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Evaluating Success
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Questions and Answers