cincodias.elpais.com
MasOrange Appoints New HR Director After Contentious Restructuring
MasOrange appointed Mireia Vidal as its new HR director, replacing Mónica Allés following a challenging restructuring that resulted in 609 job losses (473 voluntary, 136 forced) and subsequent legal challenges.
- How did internal conflict and legal challenges surrounding the restructuring impact the decision to appoint a new HR director?
- The change in HR leadership comes after a contentious restructuring process marked by internal conflict and legal challenges. The plan, initially targeting 795 employees, ultimately led to 650 job cuts, despite union opposition to the lack of guaranteed voluntary departures and lower severance payments compared to a 2021 restructuring. The legal challenges were ultimately unsuccessful.
- What is the significance of MasOrange's new HR director appointment following a large-scale restructuring involving significant job losses?
- MasOrange appointed Mireia Vidal as its new Human Resources director. Vidal previously held the same position at Netflix in Southern Europe. This follows a restructuring plan resulting in 609 job losses (473 voluntary, 136 forced).
- What are the potential long-term implications of this HR appointment for MasOrange's employee relations, company culture, and overall success?
- Vidal's appointment signifies MasOrange's focus on rebuilding employee morale and fostering a positive work environment after the turbulent restructuring. Her extensive experience in organizational transformations, particularly at companies like Google and Netflix, suggests a strategic effort to improve internal culture and potentially attract and retain talent.
Cognitive Concepts
Framing Bias
The article frames the HR change primarily through the lens of the contentious ERE, highlighting the internal conflict and negative repercussions. While MasOrange's statement about 'commitment to talent' is included, it's presented after the detailed account of the ERE difficulties, minimizing its impact. The headline (if one existed) likely would further emphasize the conflict. The sequencing and emphasis bias the narrative toward a negative view of the situation.
Language Bias
The language used is generally neutral, but certain word choices could be perceived as slightly negative. For example, describing the ERE negotiations as "difficult" and highlighting the "deep division" among unions might subtly influence the reader's perception. Neutral alternatives could be 'challenging' instead of 'difficult,' and 'differences of opinion' instead of 'deep division'.
Bias by Omission
The article focuses heavily on the conflict surrounding the ERE and the subsequent HR director change, but omits potential positive outcomes or initiatives undertaken by MasOrange following the restructuring. It also lacks details on the specific conditions of the 2021 ERE, making a complete comparison difficult. Further, while mentioning Vidal's background, it doesn't delve into specific achievements or challenges faced in her previous roles, limiting the reader's ability to fully assess her qualifications.
False Dichotomy
The article presents a somewhat false dichotomy by framing the HR director change solely as a reaction to the ERE conflict. While it acknowledges MasOrange's statement denying a direct link, the emphasis on the conflict and the timing of the change implicitly suggests a causal relationship. The narrative doesn't explore other potential factors that may have contributed to the decision.
Sustainable Development Goals
The article reports on a significant restructuring within MasOrange, involving a redundancy plan (ERE) that resulted in 609 job losses. This negatively impacts decent work and economic growth by causing unemployment and potentially reducing economic activity. The difficult negotiations and legal challenges further highlight the negative social and economic consequences of the restructuring.