Almost every time we speak with a prospective client, someone exclaims, “I wish we knew about your solutions a year ago”. This has been a common statement for years now, not just during the current economic hardships. A typical reason behind this wish equates to hard dollar losses and/or negative publicity related to managing the separation process inefficiently.

Through work with Fortune 100 Companies we have grown to understand the complexity of processes related to separations due to internal business rules, government compliance issues and the difficulty compiling critical information for decision making and multiple reporting needs in a short timeframe. We have developed easy to use, flexible and proven solutions to address these specific needs.

Unfortunately some companies ‘learn the hard way’ before seeking out an automated solution.  The financial and legal risks are real, causing plenty of companies to run into trouble without implementation of an end-to-end enterprise solution.  So why then is there resistance to seeking a solution that can help manage these processes before the pain affects your company? Continue reading “Why the Resistance to Proactively Managing Workforce Change?” »

HumanConcepts is mentioned in today’s Human Resource Executive article discussing layoffs and reorganizations. Click here to read. Our very own, Jim Candler, was interviewed for the story.

Click here to read an interesting article in “Workforce Management” that discusses the risks associated with voluntary “buyouts”. A major risk of voluntary reductions in force is the loss of high-value employees, which can devastate the organization’s capabilities. However, there is a place and time when voluntary RIFs are appropriate. 

Our solution, Transition Manager, manages both involuntary and voluntary processes associated with reductions in force. Managing the process to ensure goals are met and key talent is not at risk is the key to success. Additionally, voluntary programs do make business sense and are highly effective when the skill sets of the affected group are on a level playing field. So, while I totally agree with the article, there are times when voluntary events equate to goodwill and good business.

Our solution, Transition Manager, manages both involuntary and voluntary processes associated with reductions in force. Managing the process to ensure goals are met and key talent is not at risk is the key to success. Additionally, voluntary programs do make business sense and are highly effective when the skill sets of the affected group are on a level playing field. So, while I totally agree with the article, there are times when voluntary events equate to goodwill and good business.

Our solution, Transition Manager, manages both involuntary and voluntary processes associated with reductions in force. Managing the process to ensure goals are met and key talent is not at risk is the key to success. Additionally, voluntary programs do make business sense and are highly effective when the skill sets of the affected group are on a level playing field. So, while I totally agree with the article, there are times when voluntary events equate to goodwill and good business.

HumanConcepts’ one-of-a-kind decision management software, Transition Manager, brings decision support, employee communication, automation and compliance to workforce restructuring events and ongoing employee separations. From mergers and acquisitions, to outsourcing, retirement programs and reductions in force, the solution enables faster, more effective and auditable decisions around retaining, or separating employees.

Continue reading “Executing workforce transitions with less risk and more profit” »

Human Resources IQ published an interesting article by Edie Goldberg on Monday about the landmines of layoffs (click here to read).  Instead of focusing on the usual dangers of lawsuits and legal compliance, the article focused on the softer but still critical side of employee morale and company reputation. The main point of the article is that companies need to do a better job of communicating.  The article even states that HR Managers need to walk around and talk to employees affected (either directly or otherwise) by the separation process.  This is all true, but the problem is that reductions in force are disruptive to HR departments as well, since they are the ones managing the process.  Furthermore, many companies are not able to effectively communicate their plans regarding separations because they have not clearly defined their plans or processes in the first place.

Continue reading “Article: Impact of Layoffs” »

Before the holidays, Martin Sacks, our CEO, was interviewed by the “North Bay Business Journal”. Read the article here.