London, England (PressExposure) September 05, 2009 -- Failures and bailouts in the financial services sector have attracted significant media attention to Q1 2009 whilst what has attracted more recent attention are the travel and manufacturing sectors during Q2. Organizations have made seemingly solid attempts by to limit job losses by entering into agreements with staff resulting in temporary site closures, (e.g. Honda manufacturing), pay cut deals, (e.g. JCB), and extended sabbaticals, (e.g. across the consultancy sector).
Honda's case is extremely positive in that production has resumed in Q2 following a number of months of closure. No doubt, more innovative approaches are needed to stave off redundancy, retain talent, maintain continuity for an expected upturn and to secure business reputation, will follow across the UK.
Where redundancies do take place, most large employers do however continue to provide outplacement support, particularly for managers and technical specialists, and new trends are developing as organizations review their outplacement needs and provision.
HDA's 2009 Outplacement Survey results (see: http://www.hda.co.uk/corporate/hda-overview/OutplacementSurveyResults2009.asp) indicate an important new realism in the marketplace; namely that in the emerging UK economy, outplacement support provision for impacted staff at all levels (and who to partner with in its delivery) is best aimed at A: providing the most relevant, flexible and innovative career transition service customized to individual needs, B: achieving best value-for-money, and C: taking a realistic view of limited opportunities for optimal re-settlement in a difficult market.
Given this realism and value-for-money focus; following a strategic partnership agreement with Hemsley Fraser, (a major provider of vocational/professional training), HDA is able to now offer exclusive access to over 250 vocational training/professional qualification options across a range of its outplacement programs. This gives prospective staff access to new skills, knowledge and confidence to equip them more effectively to face a significantly tougher job market.
Clayton Glen, HDA's Director comments that, "return on investment (ROI) and 'value for money' is a key consideration in selecting an outplacement provider, (measured in terms of the ease with which changes are implemented and accepted, and how the provision of this support enhances the employer reputation in the wider community). For this reason, outplacement providers in the UK need to prove to both organisations and employees that their outplacement programmes continue to be relevant and value-adding to individuals being supported, and likely to achieve measurable ROI for corporate sponsors."