2023-10-18 04:30:09
Office notebook. At a time when human resources managers are questioning new ways of organizing work integrating hybrid work and the use of artificial intelligence, the National Federation of French Mutuality (FNMF) still operates in silos . This is the observation on which the social and economic committee (CSE) of the mutual group relied to build an alternative project to the employment protection plan (PSE) which plans to eliminate a quarter of the workforce.
The mutual ecosystem is currently changing, in a movement of concentration which is reducing the revenues of the Mutuality, which brings them together. After eight months of unsuccessful negotiations between elected officials and management of the FNMF, the CSE presented its new project, which bets on management resources, and in particular on project mode and transition management: project mode promoting flexibility between services and innovation, while transition management reduces the burden on management.
Already presented to all employees, this alternative project was debated in the CSE on Monday October 16. The objective is to“avoid social breakdown, with a return to balance in 2026, as planned by the board of directors”, assures Françoise Troublé Uchôa, the secretary of the CSE. The approximately sixty layoffs planned by the PSE announced in February by the management of the Federation would be replaced by thirty voluntary departures thanks to a total overhaul of the organization.
« For years, employees have been working in silos, by activity, and to recreate cross-functionality we have added a plethora of coordination positions. Each department operates with its own small office [service de direction], which sucks the decision upwards, and employees wait for it to come back down. Everything is stuck», testifies Sabine Dreyfus, an elected employee of the CSE.
The role of the transition manager
Denounced by the Ethix firm as ” problematic “, source d’“functional isolation” and psychosocial risks, this division of labor is eliminated in the alternative project which goes from 9 to 4 directions. « Reducing the number of management makes the organization more understandable for mutual societies. And reducing management services makes it possible to keep the assistants without whom the Federation cannot function. »explains the secretary of the CSE. The alternative project aims to formalize a team dialogue operation. The role of the transition manager would consist of monitoring the plan over two to three years.
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