Restructuring of a company or department
WHAT IS CORPORATE RESTRUCTURING?
The restructuring of a company can be caused by two necessary reorganization factors: either the expansion of subsidiaries on an international scale of a group which requires harmonization of the organization of work or the conditions of employment contracts; or a perilous economic or legal situation. Your company has considerably increased its activities abroad through successive takeovers, or on the contrary, it is experiencing a lasting economic crisis. From a few hundred initial leaders, you now have thousands of executives. Their social benefits and remuneration depend on the history of each country and each activity. On the contrary, the difficulties encountered by the company force managers to take measures to lay off staff, following a new organization of work. In each of these situations, the company needs a third party to ensure objective, effective and calm crisis management: the skills of NIM Europe’s interim managers in managing change within companies becomes necessary.
USE THE SKILLS OF A NIM EUROPE TRANSITION MANAGER
Restructuring a company requires legal, relational and administrative skills, and experience in managing these crisis situations where psychosocial risks are high for employees, and where decisions for managers are often important and difficult to make. Transition management provided by a professional firm is a real asset for the company in its change management. A true expert in restructuring, the transition manager perfectly masters the challenges of this situation and has a global and objective vision to carry out operations, while limiting risks. In most situations, restructuring generates an action plan to safeguard employment. The transition manager with recognized skills in human resources management will be able to advise managers: relocation of workstations, internal and external mobility of employees, etc. These actions are necessary but have effects on social relations between employees in the company. . The transition manager, a neutral person, helps the company’s managers in their new roles. Discover the different functions of Transition Manager:
- Interim CEO
- Interim CFO
- Production, Operations and Supply-Chain Manager
- Inerim HRD
- Marketing and Sales Manager
- Interim CIO
- Experts Directions
THE REAL CONTRIBUTIONS OF THE TRANSITION MANAGER IN RESTRUCTURING OPERATIONS
You must integrate the Comp&Ben (compensation and benefits) activity into your employee management methods. Very common and very structured in Anglo-Saxon multinationals and organizations across the Atlantic, and this for more than two decades, this is not the case in France. An interim manager who has acquired both skills and a certain credibility on financial matters and who knows the legal and fiscal constraints of each country will be a plus. He will understand the expectations of employees in terms of remuneration, in light of what the company can do. He will prepare the organization’s salary policy, including everything that could make it an overall remuneration. It will create the “mapping” of employee expectations based on their profession and their skills to have a remuneration scale which helps to motivate the teams, and to have macro-economic monitoring. When the room for maneuver on salary increases is very low, reorganizing your HR department to be able to analyze its salary structure (external competitiveness and internal equity) becomes vital. This makes it possible to adjust the rest of the overall compensation in order to generate more motivation from employees. The interim manager will have to “educate” management on this subject which is often not a priority for him. You will also be interested in:
