When organizations go through a restructuring, it can be a turbulent time filled with anxiety, frustration, and fear. This is especially true for HR professionals, who fill a substantial role during this time and may have to alleviate other people’s worries while simultaneously dealing with their own. While many people feel that restructurings are merely a byproduct of corporate greed in the pursuit of profits (which is a possibility), it is often the case that restructurings are a necessary step that an organization must take if it wants to remain competitive or even avoid its own downfall. Organizational restructuring can be chaotic and confusing, so an organization’s leadership may have too many issues to address and may not always prioritize legal requirements or employee morale. This is when HR professionals must step in and ensure these aspects are brought to the forefront as important decisions are being made.
In this Discussion, you will identify an organization that experienced a restructuring and explain how the situation could have been improved through the efforts of HR professionals.
To prepare for this paper:
Review this week’s Learning Resources.
Identify a scenario in which an organization went through a restructuring to use as an example for this Discussion. Preferably, choose an example that you have personally experienced, whether at your current company or somewhere you worked previously. If you do not have a good example from your personal experience, locate an example through an article or news story.
Note: If using a real company from your personal experience, be sure to use fictitious names for the company and people involved in your description.
Review the Academic Writing Expectations for 2000/3000-Level Courses, provided in this week’s Learning Resources.
Post a 150- to 225-word (2- to 3-paragraph) illustration of HR’s role in supporting employees after an organization goes through a restructuring. In your illustration, address the following:
Describe the restructuring scenario you identified and explain HR’s role in addressing employees’ concerns. What are some things that HR could have done to improve the situation?
In general, what steps can HR professionals take to help employees maintain reasonably positive morale after a restructuring event?
In general, what can HR professionals do to support employees so they can continue to be productive during and after a restructuring event?
To support your response, be sure to reference at least one properly cited scholarly source.
The Role of HR in Restructuring
Some organizations decide to restructure themselves. This process can involve layoffs, separations from employment, or even realigning the jobs in which employees are engaged. While reviewing these resources, consider the role the HR department plays in guiding, supporting, implementing, and managing restructuring efforts.
Baran, B. (2016). What’s HR’s role in change management? Retrieved from http://www.hci.org/blog/what-s-hr-s-role-change-management
Time Estimate: 5 minutes
Creach, D. L., & Kesler, G. C. (n.d.). Workforce restructuring done right—managing risk strategically. Retrieved June 24, 2019, from http://kateskesler.com/wp-content/uploads/2012/07/restructuring.pdf
Time Estimate: 28 minutes
French, M. (2014). Key concerns for HR managers in an organisational restructure. Retrieved from https://www.subscribe-hr.com.au/blog/blog/bid/382772/Key-Concerns-for-HR-Managers-in-an-Organisational-Restructure
Time Estimate: 4 minutes
Once the decision has been made to downsize or restructure an organization, there will likely be a negative impact on morale. But the work must continue throughout the changes. What strategic approaches can HR professionals recommend to senior management to manage employee morale during what may be perceived as tough or troubling times? Through these resources, you will explore the answers to this question.
Lavoie, A. (2017). 5 simple ways to manage employee morale during company change. Entrepreneur. Retrieved from https://www.entrepreneur.com/article/292280
Time Estimate: 6 minutes
Mishra, A. K., Mishra, K. E., & Spreitzer, G. M. (2009). Downsizing the company without downsizing morale. MIT Sloan Management Review, 50(3), 39–44.
Note: You will access this article from the Walden Library databases.
Time Estimate: 12 minutes
TalentMap. (n.d.). Facing layoffs: 8 tips to manage employee morale during troubled times. Retrieved June 24, 2019, from https://talentmap.com/facing-layoffs-8-tips-to-manage-employee-morale-during-troubled-times/
Time Estimate: 4 minutes
Legal Considerations During Times of Change
Throughout change and restructuring initiatives, employers must ensure they are adhering to legal requirements. HR professionals must be fully aware of the laws and regulations that address these actions. In this sense, they are the gatekeepers of the employer’s compliance actions. As you review these resources, consider the legal concerns that may be faced (e.g., age discrimination, among others) and how HR professionals can proactively guide the organization in these areas.
Muskovitz, M. (2018). Employment terminations: How to avoid legal problems. Retrieved from https://www.thebalancecareers.com/employment-terminations-how-to-avoid-legal-problems-1918635
Time Estimate: 7 minutes
Sorensen, A. M. (2017). Employment authorization issues arising from corporate restructuring. Retrieved from https://www.laboremploymentperspectives.com/2017/03/20/employment-authorization-issues-arising-from-corporate-restructuring/
Time Estimate: 7 minutes
U.S. Department of Labor. (n.d.). The Worker Adjustment and Retraining Notification Act. Retrieved June 24, 2019, from https://www.doleta.gov/programs/factsht/warn.htm
Time Estimate: 11 minutes