To the text

Better work, information as desired: We give you the information you really need and are committed to a better and more ecological working environment. When Book Publisher Best of HR – Berufebilder.de® with Unique Book Concept and eCourses we offer over 20 years of experience in Corporate Publishing - with Clients like Samsung, Otto, Governmental Institutions. Publisher Simone Janson also heads the Institute Berufebilder Yourweb, which awards scholarships and belongs to one of the top 10 female German bloggers, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia .

Disclosure & Image Rights: Randstad supported us financially. 

Here writes for you:

Simone Janson is publisherConsultant and one of the 10 most important German bloggers Blogger Relevance Index. She is also head of the Institute's job pictures Yourweb, with which she donates money for sustainable projects. According to ZEIT owns her trademarked blog Best of HR – Berufebilder.de® to the most important blogs for careers, professions and the world of work. More about her im Career. All texts by Simone Janson.

OPINION! Michael Schuster, CEO Mühlenhoff by Randstad RiseSmart: Personnel restructuring in difficult times

Crises lead to many Company to job cuts and mass layoffs, with alternatives such as redemployment. CEO & outplacement expert Michael Schuster explains in an interview how it works.

Michael Schuster is managing director of Mühlenhoff by Randstad RiseSmart. His passion for project management and the HR-Consulting led him in the area of ​​staff restructuring and career development with a focus on outplacement and workforce transformation. He has been working here for more than ten years. Randstad RiseSmart is one of the world's leading companies for outplacement, redeployment and career development.

Short-time work and layoffs often determine the picture in companies in times of crisis, but innovation should be the focus now. What is the ideal response to such challenges?

In difficult times, it is crucial for companies to remain active and adapt to the new framework conditions. It is true that it is not possible to foresee every crisis and its consequences, but if you are agile, you have the necessary flexibility in critical situations to react faster. This includes creative working time models, Home Office-Regulations and internal mobility in the company. It is important to take the workforce with you and to inform them about change processes at an early stage. Employees are encouraged to develop themselves continuously and on their own initiative.

Short-time work and layoffs cannot always be avoided. For the future viability of companies, it is therefore important to deal with separations at an early stage. With a responsible culture of separation and change, organizations show employees a valid perspective. A high degree of transparency, clear and honest Communication as well as empathy on the part of management and executives are important factors. Organizations prove that we take the professional future of our employees seriously and don't just talk about sustainability.

Why is restructuring so often equated with downsizing? Are there no alternatives?

The fact that companies constantly have to face new challenges is nothing new - from digitization to automation and robotization. Once a restructuring has been completed, the next one is often already indicated. The demands on companies to adapt to changing markets and customer needs more quickly are increasing all the time. This also changes the demands on the workforce and the job profiles are changing rapidly. At Randstad RiseSmart, we found out in a global study that 60% of all job descriptions will change significantly by 2030. This means that new skills will be required that are not currently available in the labor market. Rather, they have to be developed in-house. At the same time, the study shows that around 75% of employees in companies are willing to significantly further or re-qualify. In principle, these are the best conditions to be able to shape this change yourself and to develop alternatives to downsizing.

In any case, it is not very effective to separate restructuring into separations and new hires. It is better to combine the currently still isolated concepts for career development, internal mobility and qualification as well as creative separation concepts. That means: creating transparency about the development of new business fields, highlighting new career opportunities, informing early about closings or exits from business areas and establishing concepts for internal mobility and further qualification. In this way, the workforce can be kept moving and internal flexibility is created that benefits companies at two ends. First, in the battle for qualified employees, they have to accept significantly less expensive and lengthy recruiting processes. Second, continuous and early changes result in significantly lower restructuring costs. That is sustainable and strengthens employee loyalty.

Tip: Text as PDF (please read the instructions!) or to this text complete eCourse or series Download. Actions or news via Newsletter!

What exactly does successful staff restructuring look like in a company and how can this be achieved?

An efficient and successful strategy for staff restructuring must bring together the interests of employees and employers. This is what modern concepts of internal mobility and redeployment aim at. In the first step, companies must identify important future fields. This makes it clear which qualifications and characteristics employees must have in this area. At the same time, it is important to keep employees up to date and to enable them to participate in and benefit from this change.

This is achieved, for example, through intelligent platform technologies for career development that work together with development and CoachingConcepts for the desired internal mobility. For companies, this also means encouraging their employees to take responsibility for their own careers. They create the right conditions for this by using the internal job search and Casting facilitate. Companies take their workforce with them when changes occur and promote a culture of internal mobility.

To what extent do companies benefit when they enable and encourage employees to change internally?

Anyone who creates space for internal changes not only looks after the individual in an appreciative way, but also has a positive influence on the entire corporate culture. Companies should actively support their employees in their professional development. In this way, both sides can prepare for changing requirements in the world of work. This strengthens cohesion and ensures everyone's future viability. Further aspects are increased Motivation and a lower turnover. All of this comes with financial benefits for the company. Those who set up their workforce flexibly are under less pressure to recruit in the event of changes. The external personnel requirement is reduced and the costs for restructuring are lower.

How do employees benefit from an internal change?

The traditional career path has long since become obsolete. Both the fields of activity and the very individual career ideas have changed. Employees no longer have to, cannot or want to stay in the same job for life. An offer to move internally usually means a new professional opportunity. This gives employees the opportunity to position themselves for the future and to secure their employability.

This step often results in new and exciting options. By changing jobs, employees expand their horizons of experience and develop their own skills. This internal change works particularly well for employees because they can develop further in their familiar environment. At the same time, they can contribute their previous experience, which means that valuable knowledge and know-how are retained for the company.

What are the long-term benefits for companies from redeployment?

Redeployment is never a "quick fix", so not a short-term solution. Rather, it is part of a strategy for sustainable human resource management with which companies position themselves and their staff flexibly and make them fit for the future. With this progressive thinking, companies retain talent and gain new ones. Because investments in the workforce strengthen the employer brand. This gives organizations a decisive lead, especially in times of a shortage of skilled workers. In addition, redeployment helps prevent excess capacities in certain areas from arising in the first place. In the long run, this will save costs for downsizing and restructuring.

What challenges do HR managers in particular have to face in difficult times?

Times of crisis often mean changes. Many people see something threatening in this. I'm not just talking about employees. Managers and executives also experience changes as a burden - especially when it comes to personnel decisions.

I often find that those responsible fear this process, also because they lack experience with situations like these. It is therefore wise to rely on the support of external experts here. The best example of this is the downsizing. The separations are not only a deep turning point for those directly affected. Uncertainty quickly arises in the entire workforce. The challenge, especially in moments like these, is to maintain a positive working atmosphere in the company and to understand and design separations as measures that affect the entire company. This requires a sustainable and smart one Concept ABC School Joke Oudto make this change positive and to implement it fairly. Far-reaching questions need to be clarified: Which objectives should be achieved? With which instruments and measures can the change be implemented and at what speed? How are these best communicated? What support do managers need?

External experts can be an essential success when it comes to ensuring that all these individual aspects flow into a holistic and target-oriented project plan.

What does a positive separation culture look like and how can companies optimally support their employees in the event of layoffs?

Separations are particularly drastic for employees who do not leave the company voluntarily. Often for them it is not only about their economic existence, but also about their own identity and confirmation and fulfillment in their job. If companies deal consciously with this situation, they create an appreciative and respectful cooperation in the separation process. Part of this can be offering outplacement advice. An important task of an outplacement consultancy is to give employees security and confidence in this situation. With advice on professional reorientation, companies support their employees in making a new start for their careers from a separation.

At Mühlenhoff by Randstad RiseSmart, we rely on Touch & Tech - that is, individual support for employees and the use of modern technology. Basically, the consultation process follows an established concept: We intervene Team back from three experts. These advisors accompany the employees from the start. They support you with the initial assessment, the professional preparation of the documents for the application, the job search on the open and covert job market and the preparation for job interviews. Our cloud-based technology platform is used particularly when looking for a job, which makes it easier to find a job precisely and efficiently. The conclusion then is the contract negotiation and a successful one in the new job. If the company initiates this outplacement process at an early stage, it strengthens the employer brand. This not only has a positive effect on the working atmosphere, but also on the company's reputation and employer brand in the long term.

Buy text as PDF

Acquire this text as a PDF (only for own use without passing it on according to TERMS & CONDITIONS): Please send us an eMail with the desired title to support [at] berufebilder.de, we will then send the PDF to you immediately. You can also purchase text series.

3,99 Book now

Find out more - our books on the subject

Or for a little more directly buy a whole book or eCourse on this topic, read on. Here you will find a suitable selection.

Buy eCourse on Demand

Up to 30 lessons with 4 learning tasks each + final lesson as a PDF download. Please send us an eMail with the desired title to support [at] berufebilder.de. Alternatively, we would be happy to put your course together for you or offer you a personal, regular one eMail-Course - all further information!

19,99 Book now

  • book review




    book review




    book review




    book review




    book review

  • book review




    book review




    book review




    book review




    book review

  • book review




    book review




    book review




    book review




    book review

  • book review




    book review




    book review




    book review




    book review

Post a Comment

Your email address will not be published. Required fields are marked with * .

Ja, I would like to be informed about the latest promotions and offers via Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.

EnglishDeutsch