Remove Outplacement Remove Succession Planning Remove Workforce Planning
article thumbnail

How HR Capabilities Evolve with Business Growth [+ 5 Tips for HR Leaders]

AIHR

Primary HR capabilities: Operational efficiency, leadership development, employee experience and engagement, HR strategy, and succession planning. HR drives these changes for the workforce, aligning workforce capabilities with new business directions and developing reskilling programs to enable execution.

article thumbnail

HR in Mergers and Acquisitions: What HR Leaders Need To Know

AIHR

HRs checklist Handle workforce adjustments with precision and empathy, including layoffs, reassignments, or relocations. Ensure that these changes are handled with empathy, comply with labor laws and organizational values, and support impacted employees through outplacement services or other mechanisms. Do any capability gaps remain?

Insiders

Sign Up for our Newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

article thumbnail

Synergita PMS Analytics: How it Enhances Employee Value and Security in RIF Decisions

Synergita

Communication Plan: Develop a clear and empathetic communication strategy for affected employees. Employee Support: Provide assistance like outplacement services and career counseling. This data-driven approach helps in strategic workforce planning by aligning RIF decisions with long-term business goals.

article thumbnail

Synergita PMS Analytics: How it Enhances Employee Value and Security in RIF Decisions

Synergita

Communication Plan: Develop a clear and empathetic communication strategy for affected employees. Employee Support: Provide assistance like outplacement services and career counseling. This data-driven approach helps in strategic workforce planning by aligning RIF decisions with long-term business goals.

article thumbnail

WHY CHROs Make Great CEOs And How They Can Make The Switch

HR Tech Girl

Succession Planning). Making those decisions without relevant data that could influence a successful outcome will be a costly mistake. Furthermore, strategic workforce planning is deeply connected to strategic planning for the organization. They work hand in hand.