BACKGROUND RESEARCH

1

HAYS CAREER TRANSITIONREDEPLOYMENT, RELEASE & RETENTION BEST PRACTICE Presentation at Share & Support meeting

24th 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

53%

26%12%

9%

BACKGROUND RESEARCH

A new job

Career advice

CV advice

Interview tips

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

PREPARING FOR CHANGE & REDEPLOYMENT

4

PREPARING FOR CHANGE & REDEPLOYMENT

• 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. 2003 users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text 5

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, andfor 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. 2003 users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text 10

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

1212

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.

1313

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 strongtake-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.

1414

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: 0207 259 8722

E: [email protected]

L: http://uk.linkedin.com/in/andrewjcook

http://www.hays.co.uk/outplacement