HDA

About HDA

A quality accredited HR solutions provider operating across all sectors for over 25 years; delivering comprehensive world class talent management and career transition solutions, ranging from leadership development and executive coaching, to employee engagement consultancy and surveys, to career transition at all levels, (comprising eg. large-scale redeployment and outplacement projects, executive career reviews, expatriate career optimisation, and early retirement).

Organisations we work with across the UK and internationally work with us because of our blended offering, our established international network, our client relationship flexibility and our uncompromising outcomes-focused approach to everything we do, whether supporting clients on complex multi-site HR projects or supporting individual development or transition needs.

Organisations come to us:

• when they are managing large-scale organisational change events which directly or indirectly impact their leadership and employees, (eg. business rationalisation, organisational re-sizing, mergers and acquisitions, and business consolidation initiatives);
• when they are experiencing talent attraction, talent engagement & talent retention constraints;
• when they are seeking to develop their leadership and teams via executive coaching and leadership training, and
• when they are actively seeking to manage their organisational reputation and employer brand during times of transition

Further details on how our change consultants, OD facilitators, executive coaches, employee engagement researchers, career coaches, career development facilitators, assessment specialists and job market researchers deliver successful outcomes in these and related areas can be found on the following pages.

Employee Engagement

Encouraging employee engagement through talent management and executive coaching can have a positive effect on company production. With effective employee engagement, much higher staff performance levels can be expected, as well as greater commitment to the company. Employee engagement accounts for greater company loyalty as engaged employees are less likely to leave voluntarily.

Employee engagement is a subset of talent management. New employees can be developed and integrated into the company's needs within an effective talent management infrastructure. Effective talent management can significantly increase business success, and effective talent management will also ensure that the most talented employees get the right jobs.

When a company practices successful talent management and executive coaching, employee engagement is likely to follow. It is rare that effective employee engagement can permeate the entire work force, however. Staff experiencing strong employee engagement with their organisation feel strong commitment and positive company connection.

Executive Coaching

Executive coaching is another key contributor to effective employee engagement. Executive coaching can help leaders at all levels reach their full potential, creating greater job satisfaction. Stress, conflict, crisis and changes can all be successfully managed through effective executive coaching, leading to improved leadership capability, and, in turn employee engagement.

Executive coaching, like sports coaching, can bring out the best in a team and in an individual. It is complementary to talent management, improving leadership capability, and arguably producing directors and senior managers with greater commitment. Executive coaching helps organisations to retain key individuals vital to the company through increased empowerment and the appreciation of being valued.

Talent Management

Talent management underpinned by executive coaching which develops stronger leadership skills, in turn produces improved employee engagement, which accounts for greater innovation and more effective problem solving. There is generally an increase in employee engagement when workers can express their views to superiors, and feel fully informed in return. When a manager is perceived as being committed to the company, employee engagement tends to increase.

Employee engagement, from successful talent management and good executive coaching, results in a work force much less likely to retention and motivation issues. Engaged staff have a greater have a greater positive impact on moving the company forward, thereby reducing rationalisation, redundancy and outplacement needs. Employee engagement often equates to job satisfaction with a happier atmosphere throughout the workplace.

Employee engagement can account for significantly increased productivity, leading to greater profits. Employee engagement can also account for a five times greater safety record among workers on average. A well thought out talent management programme, coupled with targeted executive coaching can result in significantly increased employee engagement and the accompanying benefits.

Professional development issues can be effectively addressed through executive coaching. Bringing out the best in an individual helps the overall team performance. Executive coaching is not an ongoing part of an individual's training and development, but rather it is applied for a defined time period to achieve an expected result.

Those in senior positions with little time to spare can benefit from executive coaching. They often feel loneliness at the top and need the personal and professional development skills offered.

Executive coaching can commence with a general discussion between the individual and the coach. This discussion attempts to reveal the existing skills and knowledge held by the individual, and their motivation and behaviour patterns, to better tailor and target the executive coaching programme.

The issues that need addressing often determine the time frame of the executive coaching programme. An executive coaching programme can be a single session, or a series of sessions, depending on need. An individual can have an arrangement whereby they receive executive coaching if and when they may need it for certain situations.

It is vitally important that the right coach is employed for the right situation, and for the right individual. A company may wish to increase profits, increase a team's effectiveness, or simply find a better work balance for an executive. Coaching can achieve this when properly applied.

A coaching programme can work best when an effective talent management strategy is in place. When qualified candidates with the right background are attracted through a vigorous recruitment programme, followed by controlled talent management, coaching becomes a natural progression.

An effective talent management strategy allows a company to greatly improve its chances of growing an effective workforce, individual by individual. In this way they can build up a highly competitive team with almost guaranteed employee engagement. This will help to ensure that the need for rationalisation, redundancy and outplacement is greatly diminished and much better controlled.

Effective talent management is a strategic imperative. It can determine how individuals are sourced and attracted, selected and trained, developed and promoted, retained and moved through the organisation.

It all boils down to the principle of managing the skills and talents of individuals within the workforce, and improving and channelling them towards greater company success.

The term talent management should not be taken to mean management of the talented, but rather the management of the talents of each individual, whatever they may be. True talent management should always endeavour to nurture and develop talents already existing, while providing training to develop other talents. In this way talent management can help to shape the type of employee the company needs.

No matter how good talent management and executive coaching may be within a company, sometimes the economic climate determines the need for redundancy and outplacement. This provides an opportunity to tailor a programme for effective outplacement.

Outplacement & Redundancy

Employee redundancy and outplacement should be viewed as an opportunity to treat employees who's roles no longer fit the organisation with respect and dignity. Offering attractive redundancy packages and outplacement services, and can greatly assist those facing job loss in finding suitable employment elsewhere.

Redundancy and Outplacement can happen for a number of reasons. It may be the economic climate that has forced the company to decide on making redundancies, and offering outplacement to redundant staff, or it may be that the business is closing down. Whatever the reason, employees are entitled to redundancy pay that is fair. They should receive adequate redundancy notice, and of course, an employer should always consider alternatives to redundancy first.

If an employer disguises the real reasons for redundancy, or if redundancy procedures are not carried out properly, it may be classed as unfair dismissal. It is important therefore that employers engage in consultation with employees before redundancy and outplacement plans are announced.

Outplacement and redundancy usually carry the right to redundancy pay. An employee needs to have worked for an employer for at least two years, or have had a fixed-term contract of at least two years to qualify.

Outplacement services exist for those who require career transition support. Outplacement services are not necessarily only for those who are facing redundancy and leaving, Outplacement services can assist those staying too, in the form of redeployment. Outplacement can be managed in-house, through an external company, or through external programmes designed to assist in redundancy cases.

Outplacement services are designed to ease the pain of redundancy measures for the employee. Losing a job is always hard and outplacement can't change that. However, via the services offered through outplacement, improved personal awareness about a broad range of options available to transition their careers can be highly beneficial for those facing redundancy in helping them find new employment.

The average workplace has changed considerably in the past 20 years or so. Companies now recognise the benefits of employee engagement, which can be encouraged through aggressive talent management, followed by targeted executive coaching. The result is likely to be a happier workforce with less likelihood of the need for redundancy and outplacement.

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