Advising on restructuring the organization (work groups, teams, departments, and so on) to maximize productivity and retain quality performers Developing skill inventories and planning charts to evaluate the impact of a downsizing on HR needs and projected capabilities Communicating the downsizing decision effectively Evaluating the downsizing program after completion. This includes an assessment of who left the organization and who remains. Some key issues include job design and redesign, worker adjustment to change, the need for employee counselling, organizational communication, and a review of the appropriateness of HRM policies and programs (training, compensation and benefits, orientation of employees into the "new" organization, etc.) Explain each point