HDA

HDA SOCIAL

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HDA OVERVIEW
HDA Case Studies

Career Transition / Outplacement Provision - Media (Music Industry)

 

The Background

HDA value a long-standing relationship with a global leader within the Music Industry by supporting employees faced with redundancy to move forwards into a career path of their choice. 2007 through to 2009 saw the company acquiring a number of new record labels with career transition support required both in the UK and internationally. For an example of the HDA approach to this heightened scale of activity, please refer to the following case study.

As with all large companies, there is a continual need to provide outplacement support on an ad-hoc basis due to departmental re-organisations or individual job redesign. To accommodate this requirement HDA agreed with the company a standard level of programme to be offered to all employees.

Approach

An agreed number of units (10) are allocated at the start of the programme for the employee to ‘spend’ against the resource options most applicable to the paths they wished to explore. On notification from the company that support is to be made available to an employee ‘at-risk’ of redundancy, the HDA 'Online' consultants make initial contact with the employees. This allows them to gain an understanding of the individual’s immediate requirements and concerns, along with discussing how best to maximise the value gained from the programme.

A dedicated lead consultant is then matched to these needs and works with the employee through the duration of their support. In some cases, employees require extra support and HDA will look to provide this at no further cost to the company post taking a view of overall activity

Outcome

This chart illustrates known settlement outcome of completed programmes for the period January 2009 to May 2010. Take-up of programmes notified within this period was high at 92%. A full range of workshops are available to attend, the most popular within this period being ‘Effective Networking’ (10% of active programmes) and ‘Starting Your Own Business’ (6%). The majority of the programme activity is taken up by 1:1 meetings with their career consultant, allowing the opportunity to receive personalised coaching and practical advice specific to their needs. In the main, employees are passionate about the work they do and staying within the industry is a preference – often accepting lower re-numeration than would be available within other sectors.

The reality of the market however is reflected in the 31% who have moved industry – this is where recognition of their transferrable skills is key.

"Sarah was excellent - very encouraging and inspiring. She had loads of practical suggestions and great ideas for building my own independent company. I enjoyed our meetings and it helped me focus on the future rather than dwell on the past. Please pass on my thanks." (Extract from end of programme feedback)

"They're always very embarrassed when they say that they want to do something completely different! I tell them everything is confidential - I want to know what you're thinking, what your wildest career dreams have been, let's work out what's sensible and what’s not sensible. There are lots of different ways they can go including self employment, so it's helpful to analyse their options with them and then consider practical solutions. However talented they are they often don’t realise what they have to offer". (Sarah Lee – Senior Career Consultant HDA)

 

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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