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HDA OVERVIEW
HDA Case Studies

Marking 10 Years of Redundancy and Portable Skills Redeployment Support with a major Bank

 

Background

It is unusual for a human capital consultancy to support a major Fortune 100 banking multinational for over 10 years, but HDA has supported one of the world’s largest banks; with a wide range of career transition support solutions over a 10 year relationship with the bank; including:

• providing outplacement support (on a project and/or case-by-case basis) over a ten year period to over 500 members of staff and managers at all levels, at four locations across the UK
• providing internal redeployment support on a project basis to teams facing the outsourcing of their functions to the Far East
• providing expertise to support members of staff and managers at all levels at one UK location to make better use of formal and informal internal networks, and to upgrade their personal networking skills to match the rich range of internal networking opportunities across the bank

During the past ten years, the relationship has been characterised by significant changes within HDA’s client, including significant business growth during the period to 2007/8; characterised by major international banking acquisitions, (followed by inevitable periods of rationalisation and consolidation), major leadership adjustments, and, in recent years, various waves of back-office / technology resources outsourcing to the Far East; leading to a regular role redundancy cycle across the UK business, underpinned by strong attention to internal role redeployment, and KPIs requiring role redeployment levels above 75%, (ie. limiting job losses, retaining core expertise and minimising re-hiring costs).

Within this period, HDA has regularly been one of this bank’s top-ten EMEA non-IT consultancy providers.

In the market characterised by recession-proofing activities since 2009, HDA’s client remained faithful to its objective of reducing redundancy-related job losses and maximising redeployment opportunities for impacted staff, though the recent reality is that there are simply not as many internal roles available as there have been to come anywhere close to successfully redeploying the majority of staff who’s roles no longer fit.

Major HDA Intervention Specifics

1. Large scale outplacement support: HDA supported and settled staff and managers at all levels into new roles with new organisations across the UK and internationally, into self-employment in the UK and internationally, into interim and contract roles, into retirement, etc. An interesting statistic is the percentage of staff and managers from our client who we supported into self-employment in a range of enterprises ranging from new businesses with very sophisticated business models, (eg. technology businesses requiring significant seed funding) to simpler businesses, (eg. bed and breakfasts, E-Bay shops, consultancy services, etc) - 8% of the total number settled over 10 years, with, (subject to project), this percentage rising to over 25% where we have supported specific groups across the bank. We envisage this trend towards self employment for people leaving this organisation to increase in the coming years.
2. Internal Redeployment: The bank had been very successful at redeploying the majority of displaced staff who’s roles have become redundant, but whom the bank is anxious to support finding a new role within the bank, and HDA supported the bank to this end on a specific project focused on encouraging career mobility, and skills portability strategies, which include access to an internal career advisory service. Within this framework, HDA’s approach was to provide career advice which provides access to:

• an overview of the internal career development facilities and tools provided by the bank to support career self ownership, with practical guidance on how best to use these facilities
• strong personal networking tools for both internal and external leverage, (eg. developing a 20 second CV and ‘elevator speech’ to position the individual strongly for internal roles),
• practical coaching and guidance on creating a personal brand, (for both internal and external career leverage), and
• practical coaching and guidance on what success means in each participants’ role, (eg. making an impact in current and next roles, making the most of the first 100 days in a new role, etc).
• practical guidance to write an effective fit-to-purpose CV & cover letter

With this support in place, the building blocks of career self ownership were in place to underpin a successful outplacement process, in the event that staff receiving career advisory support ultimately lost their jobs.

Outcomes

HDA's support for its client has been underpinned by regular partnership activities, and proactive HDA efforts to continue to add value to the relationship via a strong consultative approach to opportunity creation and problem solving with our client's HR team.

 

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For further information: call 08452 60 95 40 or email info@hda.co.uk

To discuss potential HDA contributions, please contact us at email: info@hda.co.uk