Transition Manager - Features

Mergers, acquisitions, reorganisations and outsourcing require constant involvement from a variety of departments within the organisation. The process of organisational change is complex, requires absolute accuracy, and timeliness, as mistakes can be costly.

Transition Manager is designed to help organisations effectively manage organisational change. By automating workforce separation events, the solution reduces time and cost required by HR and management to implement a process and identify duplicate positions and roles, perform skills and performance assessments, separation and redeployment, preview post transition talent pools. Transition Manager features include:

Event Definition

• Multiple events can be handled simultaneously and tied together into complex projects making large scale workforce alignments manageable
• Simple event design that includes both voluntary and involuntary event types, quantitative event objectives (e.g. reduce costs, reduce headcount, etc), milestones, status and history tracking and workflow management
  
  

Eligibility Management

• Easily identify who is eligible for both voluntary and involuntary initiatives
• Set specific rules for supervisors, managers and/or directors to consider as they evaluate each eligible employee. Common factors include business units, job functions, salary grades, skill sets, performance and locations
  
  

Decision Criteria

• Comprehensive set of functions allowing decision makers or assessors the ability to view each individual and to make the appropriate decision
• Assessor tools allow to rate each employee on specific factors for a consistent, structured approach. Factors include skills, competencies and performance (real-time or integrated feed)
  
  

Scenario Modelling

• Model scenarios include reports on projected costs associated with an event such as severance calculations, outplacement calculations, special payments and vacation calculations - items very often overlooked during manual modelling
• Information related to total base salary remaining within the organisation vs. base salary being removed, with and without overhead, is calculated and provided instantly
  
  

Exit Processing

• Automates the off-payroll process supporting all transactions to ERP/HRMS and/or payroll systems
• Easily manage all the data required for the production of separation packages and calculates severance components based on the compensation structure of any organisation using a flexible compensation definition framework
  
  

Self-Service Portals

• Rapid deployment of role-based portals that enable self-service access to relevant information and tasks
• Access company-defined content including exit checklists, forms, guidelines, news, policies and procedures through a web browser
  
  

Risk Mitigation

• Ensure that appropriate steps are taken across applicable events, workgroups and populations with automated workflow
• Create reports, audit history tracking and alerts to comply with WARN, EEO, Adverse Impact, Diversity, Age Distribution, ADEA, Union Labor Contracts, SOX 404 policy, Older Workers Benefit Protection Act, and other regulations
  
  

Reporting & Analytics

• Create pre-defined reports, such as adverse impact, age discrimination, event cost and progress, to keep key managers informed of the critical details of the event as it progresses
• Track real-time event progress through checklist status and event extract reporting of how well the organisation is meeting its progress objectives without the need for time consuming, and nearly impossible, manual or ad-hoc reporting