Your Director of Service has announced that they want to replace the majority of administrative tasks with software and technology. In groups, discuss what your priorities would be in a local authority HRM position.
What will be an ideal response?
? Cuts are inevitable, acceptance that redundancies and pay cuts must be scheduled
? Some attempt to ensure staff will be communicated with in timely and clear
manner – pre-empting and reducing likelihood of industrial action
? Incentivise high performance, could use a pay freeze to complement this
? Many local authorities undergoing periods of cuts will transfer staff to 12 month
contracts or to working on the basis of project deliverables, ensuring that budget
spending is earmarked
? Suggestions of pay freezes, pay cuts for upper management and incentive
schemes (PRP) over pay rises
? Some discussion of which levels of the company should be recommended for
redundancies first – should the upper management be slimmed down first or more
of the lower management and junior positions be made redundant
? May suggest keeping some employees on in a phased approach, upskilling them
on the software and then keeping some for maintenance and training
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