In the current economic climate many companies, regardless of size, are facing the reality of having to restructure their organisations to reduce costs and redeploy employees in order to maximise the performance of their current workforce. Decisions regarding redundancies and redeployment should be made in as clear, objective and efficient a way as possible, but too often it is easy to look to historic data about performance or adopt the inappropriate ‘last in, first out’ approach. To take a more objective and scientific approach, organisations should try to incorporate psychometric assessment and other techniques into the process to enable them to assess against the competencies required for each role.

1. Redeployment Solutions
A high-performance business starts with a high-performance workforce
Cognisis helps organisations to substantially increase their value by ensuring that they have the
right people, with the right skills in the right roles.
In the current economic climate many companies, regardless of size, are facing the reality of having to
restructure their organisations to reduce costs and redeploy employees in order to maximise the performance
of their current workforce.
Decisions regarding redundancies and redeployment should be made in as clear, objective and efficient a way
as possible, but too often it is easy to look to historic data about performance or adopt the inappropriate ‘last
in, first out’ approach. As the first option is not based on future potential, it could mean that the company fails
to have the right people in the right roles, while the latter could easily land a company in court as it risks
flouting equality laws.
To take a more objective and scientific approach, organisations should try to incorporate psychometric
assessment and other techniques into the process to enable them to assess against the competencies
required for each role. This will ensure there are objective reasons for letting people go, while aiding the
retention of people who will be integral to the company’s future performance.
Cognisis can provide your organisation with effective, consistent and objective
measures of each employee’s value to the organisation giving you confidence to
make the right redeployment decisions.
Our support may be especially effective during the current economic climate and we can help redeploy your
workforce to ensure that you retain the best employees for the right roles.
• objectively identifying essential employees
• redundancy consultation & selection
• outplacement guidance & counselling
• align latent talent with business objectives
• reduces costs through job analysis
• increase productivity through motivation assessments
Take control of your business.
Take positive steps now and make sure you’re out in front when the recovery starts.
occupational psychology | outsourced HR solutions
Cognisis Limited 6 Ox Row Market Square Salisbury Wiltshire SP1 1EU UK
www.cognisis.co.uk

2. The business challenge
How to help redeploy your organisation’s workforce to ensure that you retain the best employees for the right
roles.
Typically organisations base restructure and redeployment decisions on historical data, subjective
assessments, voluntary redundancy or even ‘Last In First Out’ (LIFO). With the introduction of the Employment
Equality Act in 2006 however, the LIFO system of human capital management is no longer a feasible or
acceptable option due to the potential breaking of age discrimination laws.
Cognisis can provide your organisation with effective, consistent and objective measures of each employee’s
value to the organisation giving you confidence to make the right redeployment decisions.
How can Cognisis help?
Where the job is changing substantially as part of a restructuring project, it is likely to be inappropriate to
rely exclusively upon past performance, for example when current performance excludes many of the tasks in
a new role, and it therefore becomes vital to consider how to retain the best employees in relation to the future
performance criteria of the business. The assessment process thus needs to balance these perspectives.
Where there is substantial reorganisation to allow the same amount of work to be done by fewer staff, job
descriptions may change substantially, and it is necessary to select those best able from the workforce to take
on the new roles.
The Cognisis solution
Objective assessment can be used as one input in assessing new skills or abilities required in the new roles.
As with any application of tests, job analysis is imperative in order to justify test choice.
Objective assessment:
facilitates decision making in ‘ultra high can be used as one input in assessing
stakes’ situations new skills or abilities required in the new
roles, thereby maximising potential for
success in the future
can be used in conjunction with past is legally defensible and reduces the
performance data as a proactive means of likelihood of litigation
identifying your organisation’s top
performers
At Cognisis, we realise that organisational restructure and workforce redeployment is a sensitive time for all
those involved. We tailor our approach to work with each organisation in order to meet the specific needs of
the individual programme. Our experienced team will help your organisation identify the right objective
assessments to help solve your business challenge.
occupational psychology | outsourced HR solutions
Cognisis Limited 6 Ox Row Market Square Salisbury Wiltshire SP1 1EU UK
www.cognisis.co.uk

3. It is quite likely that the precise specification of the assessment process will vary for different roles:
• For some, it may be possible to do a short paper assessment based on a limited number of applicants
for a particular role/location.
• Or, it may be more appropriate to utilise a relatively short assessment (interviews, assessments) that
incorporates Internet technology wherever possible to ease the geographical burden.
• For others a more substantial assessment process may be required. This may need to be conducted
1:1 for senior appointments or on a more bulk basis for more numerous roles.
Who will benefit?
HR Directors and senior business leaders within organisations undergoing restructure and redeployment.
Also, current Employees will have the opportunity to demonstrate their potential for roles within the new
structure based upon historical performance and considering future potential, in a fair and objective process.
What next?
Even when the legal formalities are observed, uncertainty and rumours ahead of restructuring can lead to staff
who have a good chance of finding work elsewhere leaving pre-emptively; “survivor guilt” can result in reduced
productivity and high turnover among those who remain.
When the restructure and redeployment has taken place it is essential that the organisation maintain the
motivation and commitment of the remaining employees.
Organisations must avoid criteria that are directly or indirectly discriminatory therefore our solution is likely to
include one or more of the following:
Job analysis and competency profiling Line Manager Ratings
A clear understanding of the implications of changes Enhanced ratings of current job performance using
in business strategy. behaviourally anchored ratings.
Simulation exercises (e.g. role-play) Standardised structured interviews (e.g.
Essential in situations where a group of individual’s competency based)
competencies need to be assessed and compared. Critical to ensuring that redundancy decisions are
based on future performance criteria, and defensible.
OPQ and Ability tests Integration (including past performance data)
The foremost objective assessment instruments that Objective and aligned integration of the data to make
can reliably predict who will be the least effective in swift decisions. Clear audit trail should questions
the new leaner structure. This information can be arise.
used as part of the input into redeployment.
occupational psychology | outsourced HR solutions
Cognisis Limited 6 Ox Row Market Square Salisbury Wiltshire SP1 1EU UK
www.cognisis.co.uk

4. The assessment process Consultancy
There needs to be a very clearly documented process Working with Cognisis’ experienced consultancy
when choosing an assessment process. team, your organisation will benefit from:
• Clearly defined roles and reporting
Cognisis recommend your organisation should:
• Objective, consistent and standardised process to fit
• Clarify the future organisational agenda and the right people to right roles.
objectives.
• A positive developmental experience for candidates,
• Confirm the precise numbers of people and roles regardless of outcome.
affected.
• Minimised risk of damage to Employer Brand.
• Specify the current competencies required for each
role and the future requirements in the new process. • A transparent and fair process.
• Identify the gap between these competency • A Talent Audit - identify high performance and
requirements. potential for succession planning.
• Identify the metrics available within the business and • Adherence to best practice guidelines for
evaluate the fitness for purpose of these. restructuring.
• Formally agree an assessment process for each role • A detailed and comprehensive audit trail.
that is fit for purpose, fair and consistent.
• Communicate this including any Union involvement.
• Project plan for the role out incorporating:
communication, assessment, data storage, feedback
and review.
Accreditations & Partners
Cognisis consultants are fully qualified and registered with the British Psychological Society
(BPS Levels A & B) to administer, interpret and feedback all psychometric profiling instruments and
aptitude tests.
Cognisis is a Solutions Partner with SHL Limited and a founder member of the SHL Premium Partner network.
occupational psychology | outsourced HR solutions
Cognisis Limited 6 Ox Row Market Square Salisbury Wiltshire SP1 1EU UK
www.cognisis.co.uk