HR Company Transition Plan Checklist
A successful company is one that is constantly evolving to meet the challenges it faces, which can include changes in market conditions such as consumer requirements and tastes, market trends and competing products. To keep up with these changes, you might expand, downsize or alter the structure of your business. Accordingly, you’ll bring about changes in your company, and it is up to you to make sure that this change is as seamless as possible. Human resources experts help companies successfully maneuver transitions and prepare for growth.
The first step in the transition process is to hire qualified human resources staff to manage the exit, employment and orientation of your workforce. They’ll assess the new needs of your business and analyze the skills and expertise of your existing staff. They’ll likely retain employees willing to take on new responsibilities, as well as those with extensive experience working with your company. Even if employees don't have the necessary qualifications, it can be advantageous to retain them, because they strive to work harder, advance their skills and move to better positions within your company. Your HR transition personnel can make this assessment.
Handle exiting staff with sensitivity by recognizing and acknowledging their contributions to your company. Conduct exit interviews for information about the employees’ experiences while working with your company, and make sure that the employees update HR about the progress of outstanding tasks. HR also must collect all company assets from exiting employees. To ensure that company operations continue without a break, reassign the duties of exiting employees to current staff. Some companies might also assist the exiting staff with future careers prospects.
Conduct interviews to look for talent that is appropriate for the needs of your new business. Use interviews to gain insights into the candidates’ past positions and assess their future performance. During the assessment, you can present candidates with problems to see how good they are at coming up with solutions. Create optimum wages, benefits and performance-based bonus programs to attract good talent and provide incentives to work better. Above all, you need to constantly update your investors, clients and high-ranking staff about the personnel changes occurring in your organization.
Train your new employees so they can develop the specific expertise your company needs, along with providing them with information such as work schedules, procedures and benefits information. You can also assign them mentors so they get better acquainted with the work culture of your company. Keep your company’s goals in mind when outlining duty specifications and the performance levels you expect from new workers. Organize meetings with managers and other key people in your company for new hires.