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The Human Resources Institute of New Zealand

Positive Approaches to Organisational Restructuring 

Presented by the Human Resources Institute of New Zealand
Led by Andrea Polzer-Debruyne


Introduction

Human Resource practitioners are often at the coal face of organisational restructures.  Although frequently not decision makers of the restructure, they are typically tasked with overseeing its implementation from the adherence to legally required processes to the pastoral care of restructure victims and survivors. 

For HR practitioners to be successful in this dual role, it is necessary that they have an understanding of the psychological drivers that may influence how self and employees act during and after organisational restructures.  To be able to assist and support others, it is also important that HR practitioners have effective coping and support mechanisms. 

Level: General

Course Description

The workshop will cover three main areas of interest:

  • The psychological drivers that need to be considered when working towards maintaining and/or increasing organisational effectiveness and employee performance during and after restructures
  • The support and coping of the HR practitioner executing the restructure process (looking after self)
  • The support of the employees involved in the restructure process (looking after others)

Framework for the Course

The course is partially inspired by the guidelines for effective people management of downsizing and transformationthat are proposed by Ndlovu and Parumasur (2005) as a result of their research into the perceived impact of downsizing and organisational transformation of survivors.

In this course it is assumed that the HR practitioners not only will execute the restructure but will also be amongst the survivors (to a certain degree at least).  It is also assumed that the HR practitioners are charged with and/or are able to influence not only the way the actual restructure is conducted, but also how effective the remaining workforce operates afterwards. 

Topic Details

1. Process considerations - the New Zealand Employment Act 2000 sets the process framework for restructures, especially those including redundancies.  Successful implementation of organisational restructures requires not only following those processes (to avoid legal actions), it also requires consideration of a number of psychological fundamentals.  Being aware of these and knowing how to use them to the advantage of self, others and the organisation will increase the chances that the restructure is effective.  The main aspects that will be discussed in this workshop are as follows:

  • Change
  • Uncertainty and Ambiguity
  • Communication
  • Trust
  • Fairness

2. HR practitioners' own support and coping - If HR practitioners are to be effective in helping others and the organisation during and after restructures, it is imperative that they themselves are supported and have adequate coping mechanisms at their disposal.  The main aspects here that will be discussed include:

  • Stress
  • Coping Strategies

3. Support of others in the organisation - HR practitioners are typically charged with pastoral care and support of others as well as themselves.  Leading by example using earlier demonstrated stress management and coping strategies as well as sharing them with others as preventative and acute assistance are suggested.  The possbility of coaching will be explored.

Learning Outcomes

  • Identify strategies that can assist self and others in understanding and accepting organisational change, especially restructures and/or downsizing
  • Demonstrate the ability to engage in communication and targeted activities (pre-post and during the restructure) that are aimed at reducing the impact uncertainty can have on self and others, in order to support individual well-being and reinforce the intended organisational improvements
  • Assist self and others in coping with the demands (emotional and physical) restructures can have on individuals and their performance at work
  • Have established a plan of action for own past, present or future organisational restructures considering individual activities aimed at ensuring personal well-being and organisational effectiveness before, during and after the restructure

HRINZ HR Competencies Include

  • HR Delivery (Performance Management, Development)
  • Strategic Contribution (Culture Management, Change Management, Customer Focus)
  • Achieving Results (Personal Credibility)

The Presenter - Andrea Polzer-Debruyne

Andrea Polzer-Debruyne is a self-employed Human Resources professional focusing on facilitation of positive approaches to change using research-based and practical techniques.  The aim of her work is to assist organisations in increasing employee engagement as well as organisational profitability.

Over the past ten years Andrea has lectured Organisational Psychology, Career Psychology and Human Resource Management at Masters and undergraduate level at the University of Auckland and Massey University ('Well-being of HR Practitioners During Restructures') and at the University of Carolina, Ashville ('Use of the Internet at Work for Personal Reasons').

2012 Dates and Venues

Wellington 29 October 2012, 9.00-4.30pm (Register Now)
Venue: TBC

Auckland 31 October 2012, 9.00 - 4.30pm (Register Now)
Venue: TBC 

Registration Fees

HRINZ Member $700+gst
Non member $995+gst

Your course fee includes a workbook, lunch and morning and afternoon tea.

Cancellations

Please see the cancellation policy.

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