HDA - Outplacement Provision - within the Media sector

The Background
Following a number of acquisitions, a global leader within the music industry, commissioned HDA to support the career transition needs of up to 200 employees in the UK, Europe and the US.

HDA Project
UK:
Staff Communication and Expectation Setting

HDA ran a series of employee Overview Sessions at UK sites, with all employees being encouraged to attend. Following the Overview Sessions, a HDA Career Consultant spent an additional day onsite, to provide Critical Time Counselling to those employees that needed further support.

In addition HDA provided the following:

ï Welcome packs containing information on HDA and also individual programme components

ï An Online Resource Centre which provides useful information and advice to those experiencing a career transition

ï Research documents on the music industry, media industry, the job market and roles in the industry

Outplacement/Career Transition Support

Employees were comprehensively supported via the HDA Versatile Support Programme and in the latter stages, an HDA tailored programme, designed in conjunction with the HR Team in order to provide support specific to the needs of the employees within the organization being acquired.

Overseas:
HDA were the central co-ordination point for programmes to be delivered through our Career Net International (CNI) Partners. This also allowed for a centralized reporting mechanism back to the corporate client

Outplacement/Career Transition Support
Europe
HDA CNI partners in Germany, Sweden and Italy were instructed to deliver their local equivalent of the HDA Versatile Support Programme.

USA
The HDA CNI partner in the United States was instructed to deliver a programme more typical of the approach within the US market to accommodate supporting employees in New York. This focused on an initial group approach within workshops followed by 1:1 individual support.

Outcomes
ï Successfully managing a cross-border project from a central UK location.
ï Responding at high speed during a period of significant change
ï Providing various forms of support ñ online, hardcopy, one-to-one, group
ï Ensuring flexibility at all stages of the support programme
ï Staff morale maintained and positive employee relations fostered
ï Enhanced the ease with which changes were implemented and accepted

How to minimise costs in recruitment during a downturn
Attend the Online Recruitment Conference & Exhibition on 3rd June 2008
www.onrec.com/june