Redeployment: An effective employee retention strategy

Managing the human impact of change is often difficult for managers in any organisation. Often we see organisations make restructuring decisions where the financial outcome outweighs all other associated issues including the employees affected. As a result, employee skills and experience become an unintended casualty of the change. But does it really need to be like this?

When your organisation is the headline – how do you manage?

Last week we saw Telstra announce a planned 1,100 redundancies. The media pounced, and splashed the Telstra brand across newspaper front pages, and lead item news stories on television and radio. The picture they painted was far from complimentary, and it was left to a Telstra spokesperson to play the ‘straight bat’; jumping on the defensive, and dealing with the ‘headline seeking’ questions. However, within 24 hours the ‘pack’ moved on, awaiting the next ‘big brand’ and its announcement. But, does it really need to be this way?

You can’t teach an old dog new tricks – so buy a new one!

You’ll recognise a traditional outplacement company as rigid, process driven, and dated; operating out of costly real estate, and servicing only the executive end of town – and we’re not the only ones who think so!

An outplacement survey conducted earlier this year, by DirectEmployers Association and CareerBeam,found that 58% of respondents were frustrated with the outplacement services offered by their provider; often viewing them as outdated, comprising of the wrong tools, and expensive.

What does effective outplacement look like, and what expectations should it deliver?

The appointment of an outplacement provider can be a valuable tool in managing the human impact of change, but it is important to recognise outplacement assistance is not the panacea for a successful career transition. It will certainly assist, but it is the drive and hard work of the individual which is essential for a successful outplacement program.

Luncheon Discussion

The findings of Choice’s recent “Global Outplacement Report’ identified some potential opportunities and challenges associated with the use of social media in managing such change.

Redundancy, social media and Generation Y

Over the last two weeks we kicked off the first event in our luncheon series, where we gather a small number of HR professionals to discuss relevant and thought-provoking topics around the subject of outplacement. The events were held in Sydney and Melbourne, and were both booked out within days.

Video: Where does HR’s responsibility end?

In October 2012, Choice Career Services and Kliger Partners Lawyers hosted a panel discussion on HR’s obligations and responsibilities in a constantly-changing environment. With economic circumstances, competitive pressures, evolving technology and new legislation all playing a part in change, the discussion aimed to lend clarity to the role that HR can play in managing this change more effectively.