Start point:
A number of the HQW work streams had HR implications, in particular the changes to commissioner and provider arrangements. There had to be full awareness of the extent of these issues before we started to make changes.
End point:
We have in place fully agreed frameworks to support all elements of the programme where there is any HR impact. A full risk analysis will mitigate any potential HR related hold ups to the successful implementation of the plans.
How we got there:
Our proposed HR framework was discussed with our union representatives and we implemented a programme of staff communication to ensure they were kept fully informed. From here, we began the implementation phase and any consultations which were required with affected staff to ensure they were fully aware of any effects on their roles.
