Presentation on theme: "1 HAYS CAREER TRANSITION REDEPLOYMENT, RELEASE & RETENTION BEST PRACTICE Presentation at Share & Support meeting 24 th May 2012."— Presentation transcript:
1 HAYS CAREER TRANSITION REDEPLOYMENT, RELEASE & RETENTION BEST PRACTICE Presentation at Share & Support meeting 24 th May 2012
2 BACKGROUND RESEARCH If placed at risk of redundancy, what is the main area you would like support in? Research and Insights – Hays 2011
3Presenter's name & Date users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text3 PREPARING FOR CHANGE & REDEPLOYMENT
4 Effective, open communication from leadership team Develop a robust internal assessment framework Line Manager Coaching Workshops to help employees develop resilience Career Planning workshops Redeployment skills training – Supporting Statements & Interviews Interview & selection training for hiring managers
5Presenter's name & Date users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text5 OUTPLACEMENT & RELEASE STRATEGY
6 CHOICE OF DELIVERY METHODS AND TOPICS – YOU CHOOSE
7 ONLINE CAREER TRANSITION Personalised Interactive video content Direct link to live vacancies Ease of delivery Cost v Effectiveness
8 SPECIALIST GROUP WORKSHOPS Tailored based on the job categories affected Interactive content including role-playing within a safe environment Real time industry and regionally specific content Workbooks to be completed during session, and for future reference Based in-house or ‘off-site’ depending on scope Recommended as groups of 4 – 12 employees Facilitated by experts in employment industry
9 ONE TO ONE EXECUTIVE COACHING
10Presenter's name & Date users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text10 LEADERSHIP DEVELOPMENT, SURVIVOR COACHING & TEAM BUILDING
11 LEADERSHIP & RETENTION Effectively align leadership behaviours with new vision Develop and execute strategies to lead their teams Develop skills required by their new working context Group or 1:1 coaching to mitigate ‘Survivor Syndrome’ MBTI Team building & integration On-boarding strategies to safeguard new hires
12 CASE STUDY Background Following the Governments comprehensive spending review, the London Borough of Camden had the challenge of significantly reducing their workforce whilst maintaining exceptional standards of front line services. With 970 'post deletions' expected during its three-year change programme, Camden Council's HR service is in the second year of supporting the organisation through a large-scale transformation programme to make £83 million of savings. As an ‘investor in people’ Camden selected Hays Career Transition to provide expert employee support to those individuals affected by this restructure. We were tasked with ensuring employees remained motivated, were supported and obtained the requisite skills to secure their future employment either elsewhere in the Council or externally.
13 FEEDBACK Solution "Through offering a range of tools, from redeployment & skills workshops to online learning modules such as negotiating job offers, writing a good cover letter and networking, we have had a positive response to support available," says Vanessa Lincoln, change manager at the council. This is represented by a strong take-up of 85% for workshops, 51% for e-learning usage and 14% for 1:1 career coaching. "In everything we do, we need to be cost-effective and with the support of Hays, we have constantly challenged ourselves to do things differently. For example, we hold bite-size face-to-face sessions, deliver a number of sessions in the same day and increase the ratio of trainer-to-employee to meet high demand," says Lincoln.
14 POSITIVE RESULTS & PUBLICITY "Through this partnership, we have managed to redeploy 25% of staff facing compulsory redundancy, and have saved the Council approximately £310,000 in severance and recruitment costs."
15 SHARING BEST PRACTICE LOCAL GOVERNMENT
16 BENEFITS OF WORKING IN PARTNERSHIP PRESERVE ‘EMPLOYER OF CHOICE’ REPUTATION RETAIN KEY TALENT & SKILLS IN THE SECTOR IMPROVE MORALE DURING TRANSITION PROTECT FRONT LINE SERVICES REDUCE COST OF REDUNDANCIES REDUCE DEMAND ON LINE MANAGEMENT HR BEST PRACTICE
17 Q & A THANK YOU Andrew Cook Senior Manager T: E: L: