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BACKGROUND RESEARCH

HAYS CAREER TRANSITION REDEPLOYMENT, RELEASE & RETENTION BEST PRACTICE Presentation at Share & Support meeting 24 th May 2012. BACKGROUND RESEARCH. If placed at risk of redundancy, what is the main area you would like support in?. Research and Insights – Hays 2011.

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BACKGROUND RESEARCH

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  1. HAYS CAREER TRANSITIONREDEPLOYMENT, RELEASE & RETENTION BEST PRACTICEPresentation at Share & Support meeting24th 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

  3. PREPARING FOR CHANGE & REDEPLOYMENT Presenter's name & Date. 2003 users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text 3

  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 PREPARING FOR CHANGE & REDEPLOYMENT

  5. OUTPLACEMENT & RELEASE STRATEGY Presenter's name & Date. 2003 users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text 5

  6. CHOICE OF DELIVERY METHODS AND TOPICS – YOU CHOOSE

  7. Personalised Interactive video content Direct link to live vacancies Ease of delivery Cost v Effectiveness ONLINE CAREER TRANSITION

  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

  10. LEADERSHIP DEVELOPMENT, SURVIVOR COACHING & TEAM BUILDING Presenter's name & Date. 2003 users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text 10

  11. 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 LEADERSHIP & RETENTION

  12. CASE STUDY Background Following the Governments comprehensive spending review, the London Borough of Camden had thechallenge of significantly reducing their workforce whilst maintaining exceptional standards of front lineservices. With 970 'post deletions' expected during its three-year change programme, Camden Council'sHR service is in the second year of supporting the organisation through a large-scale transformationprogramme to make £83 million of savings. As an ‘investor in people’ Camden selected Hays Career Transition to provide expert employee supportto those individuals affected by this restructure. We were tasked with ensuring employees remainedmotivated, were supported and obtained the requisite skills to secure their future employment eitherelsewhere in the Council or externally. 12

  13. FEEDBACK Solution "Through offering a range of tools, from redeployment & skills workshops to online learning modules such asnegotiating job offers, writing a good cover letter and networking, we have had a positive response tosupport 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 constantlychallenged ourselves to do things differently. For example, we hold bite-size face-to-face sessions, delivera number of sessions in the same day and increase the ratio of trainer-to-employee to meet highdemand," says Lincoln. 13

  14. POSITIVE RESULTS & PUBLICITY "Through this partnership, we have managed to redeploy 25% of staff facingcompulsory redundancy, and have saved the Council approximately £310,000 in severance and recruitmentcosts." 14

  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: 0207 259 8722 E: andy.cook@hays.com L:http://uk.linkedin.com/in/andrewjcook http://www.hays.co.uk/outplacement

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