redeployment solutions

occupational psychology | outsourced HR solutions

Cognisis Limited 6 Ox Row Market Square Salisbury Wiltshire SP1 1EU UK www.cognisis.co.uk

In the current economic climate many companies, regardless of size, are facing the reality of having to restructure their organisations to reduce costs and redeploy employees in order to maximise the performance of their current workforce. Decisions regarding redundancies and redeployment should be made in as clear, objective and efficient a way as possible, but too often it is easy to look to historic data about performance or adopt the inappropriate ‘last in, first out’ approach. As the first option is not based on future potential, it could mean that the company fails to have the right people in the right roles, while the latter could easily land a company in court as it risks flouting equality laws.

To take a more objective and scientific approach, organisations should try to incorporate psychometric assessment and other techniques into the process to enable them to assess against the competencies required for each role. This will ensure there are objective reasons for letting people go, while aiding the retention of people who will be integral to the company’s future performance.

Cognisis can provide your organisation with effective, consistent and objective measures of each employee’s value to the organisation giving you confidence to make the right redeployment decisions.

Our support may be especially effective during the current economic climate and we can help redeploy your workforce to ensure that you retain the best employees for the right roles.

• objectively identifying essential employees

• redundancy consultation & selection

• outplacement guidance & counselling

• align latent talent with business objectives

• reduces costs through job analysis

• increase productivity through motivation assessments Take control of your business. Take positive steps now and make sure you’re out in front when the recovery starts.

AA hhiigghh--ppeerrffoorrmmaannccee bbuussiinneessss ssttaarrttss wwiitthh aa hhiigghh--ppeerrffoorrmmaannccee wwoorrkkffoorrccee Cognisis helps organisations to substantially increase their value by ensuring that they have the

right people, with the right skills in the right roles.

Redeployment Solutions



TThhee bbuussiinneessss cchhaalllleennggee How to help redeploy your organisation’s workforce to ensure that you retain the best employees for the right roles.

Typically organisations base restructure and redeployment decisions on historical data, subjective assessments, voluntary redundancy or even ‘Last In First Out’ (LIFO). With the introduction of the Employment Equality Act in 2006 however, the LIFO system of human capital management is no longer a feasible or acceptable option due to the potential breaking of age discrimination laws.

Cognisis can provide your organisation with effective, consistent and objective measures of each employee’s value to the organisation giving you confidence to make the right redeployment decisions.

How can Cognisis help? Where the job is changing substantially as part of a restructuring project, it is likely to be inappropriate to rely exclusively upon past performance, for example when current performance excludes many of the tasks in a new role, and it therefore becomes vital to consider how to retain the best employees in relation to the future performance criteria of the business. The assessment process thus needs to balance these perspectives.

Where there is substantial reorganisation to allow the same amount of work to be done by fewer staff, job descriptions may change substantially, and it is necessary to select those best able from the workforce to take on the new roles.

The Cognisis solution Objective assessment can be used as one input in assessing new skills or abilities required in the new roles. As with any application of tests, job analysis is imperative in order to justify test choice.

Objective assessment:

facilitates decision making in ‘ultra high stakes’ situations

can be used as one input in assessing new skills or abilities required in the new roles, thereby maximising potential for success in the future

can be used in conjunction with past performance data as a proactive means of identifying your organisation’s top performers

is legally defensible and reduces the likelihood of litigation

At Cognisis, we realise that organisational restructure and workforce redeployment is a sensitive time for all those involved. We tailor our approach to work with each organisation in order to meet the specific needs of the individual programme. Our experienced team will help your organisation identify the right objective assessments to help solve your business challenge.



It is quite likely that the precise specification of the assessment process will vary for different roles:

• For some, it may be possible to do a short paper assessment based on a limited number of applicants for a particular role/location.

• Or, it may be more appropriate to utilise a relatively short assessment (interviews, assessments) that incorporates Internet technology wherever possible to ease the geographical burden.

• For others a more substantial assessment process may be required. This may need to be conducted 1:1 for senior appointments or on a more bulk basis for more numerous roles.

Who will benefit? HR Directors and senior business leaders within organisations undergoing restructure and redeployment. Also, current Employees will have the opportunity to demonstrate their potential for roles within the new structure based upon historical performance and considering future potential, in a fair and objective process.

What next? Even when the legal formalities are observed, uncertainty and rumours ahead of restructuring can lead to staff who have a good chance of finding work elsewhere leaving pre-emptively; “survivor guilt” can result in reduced productivity and high turnover among those who remain.

When the restructure and redeployment has taken place it is essential that the organisation maintain the motivation and commitment of the remaining employees.

Organisations must avoid criteria that are directly or indirectly discriminatory therefore our solution is likely to include one or more of the following:

Job analysis and competency profiling A clear understanding of the implications of changes in business strategy.

Line Manager Ratings Enhanced ratings of current job performance using behaviourally anchored ratings.

Simulation exercises (e.g. role-play) Essential in situations where a group of individual’s competencies need to be assessed and compared.

Standardised structured interviews (e.g. competency based) Critical to ensuring that redundancy decisions are based on future performance criteria, and defensible.

OPQ and Ability tests The foremost objective assessment instruments that can reliably predict who will be the least effective in the new leaner structure. This information can be used as part of the input into redeployment.

Integration (including past performance data) Objective and aligned integration of the data to make swift decisions. Clear audit trail should questions arise.



The assessment process There needs to be a very clearly documented process when choosing an assessment process. Cognisis recommend your organisation should: • Clarify the future organisational agenda and

objectives.

• Confirm the precise numbers of people and roles affected.

• Specify the current competencies required for each role and the future requirements in the new process.

• Identify the gap between these competency requirements.

• Identify the metrics available within the business and evaluate the fitness for purpose of these.

• Formally agree an assessment process for each role that is fit for purpose, fair and consistent.

• Communicate this including any Union involvement.

• Project plan for the role out incorporating: communication, assessment, data storage, feedback and review.

Consultancy Working with Cognisis’ experienced consultancy team, your organisation will benefit from:

• Clearly defined roles and reporting

• Objective, consistent and standardised process to fit the right people to right roles.

• A positive developmental experience for candidates, regardless of outcome.

• Minimised risk of damage to Employer Brand.

• A transparent and fair process.

• A Talent Audit - identify high performance and potential for succession planning.

• Adherence to best practice guidelines for restructuring.

• A detailed and comprehensive audit trail.

Accreditations & Partners

Cognisis consultants are fully qualified and registered with the British Psychological Society

(BPS Levels A & B) to administer, interpret and feedback all psychometric profiling instruments and

aptitude tests.

Cognisis is a Solutions Partner with SHL Limited and a founder member of the SHL Premium Partner network.

redeployment solutions

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