OUR MOTIVE +
Whilst we, like our clients, do our utmost to focus on the growth of a business, the reality of the situation is that, from time to time, an economic downturn may create the need for an organization to have to cut down and think about the opportunity from a smaller scale. These tough decisions may require individuals or groups of people to be moved to a different section within the company itself, perhaps may need to be re-trained for a new section, or, at worst, they may need to find alternative employment. In a business enterprise, downsizing an organization is reducing the number of employees on the operating payroll. Some users distinguish downsizing from a layoff, with downsizing intended to be a permanent down scaling, this can be done by Cost cutting refers to measures implemented by a company to reduce its expenses and improve profitability. Cost-cutting measures may include laying off employees, reducing employee pay, switching to a less expensive employee health insurance program, downsizing to a smaller office, lowering monthly bills, changing hours of service and restructuring debt.
At SRS Group we are able to help with the process for both the company and the individual by clearly highlighting the strengths and limitations and the individual’s ability to cope with a new role, either inside or outside of the organization. In the case of individuals who wish to treat “redundancy” as an opportunity to grow, we can very clearly highlight the strengths that they should be focusing upon, and what sort of roles or industry they would be able to best utilize these strengths within.
When an individual is seeking fresh employment we are able to act as a useful sounding board by matching the demands of the potential new role for this individual and comparing it to their personal profile, this will allow us to use the profile to explain to their potential new employer, where the individual would fit best in this role, and where he or she will require support.
From a company’s point of view, it is vital that these retrained individuals are the correct people for the future of the business.
At SRS our tools allow us to look objectively and impartially at each and every individual to reduce the risk that the retention of employees is based on their popularity within the company alone, and instead look in more detail at what would be best for both the organization and the individual in question.
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