HDA Case Study (Marking 10 Years of Redundancy and Portable Skills Redeployment Support with a bank)

Clayton Glen - Director, HDA

It is unusual for a human capital consultancy to support a major Fortune 100 banking multinational for over 10 years, but 2009 marks a 10-year relationship for HDA with one of the worldís largest banks; with a list of career transition support solutions over its 10 year relationship with the bank, that includes:

ï 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.

ï providing internal redeployment support on a project basis to teams facing the outsourcing of their functions to the Far East

ï 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 HDAís 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 bankís top-ten EMEA non-IT consultancy providers.

In the current 2009 market characterised by recession-proofing activities, HDAís client remains faithful to its objective of reducing redundancy-related job losses and maximising redeployment opportunities for impacted staff, though the current 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 whose roles no longer fit.

Rather than being complacent about a very valuable client relationship, HDA plans to support this key client with a range of ëgiving back to HRí services as we move deeper into an uncertain economic period, with a view to leveraging our clientís HR team to develop internal coaching and career transition advisory support expertise.