Page 132 - Socially-responsible-restructuring-Effective-strategies-for-supporting-redundant-workers

Socially responsible restructuring
Effective strategies for supporting redundant workers

Generally, some of those who wish to enter the transfer company have already
considered their next career step or want to start their own business.
In negotiations between the management of the affected branch and the
works council, there must be a reconciliation of interests. In this phase, the
number of job cuts, employee selection criteria, budget for the transfer company
and its duration are discussed and the following steps arranged:
(a) application of transfer short-time allowance at the labour agency;
(b) choice of beE core team and external consultants;
(c) adaptation of the concept;
(d) preparation of qualification measures;
(e) informing potential beE candidates via e-mail, intranet and information
sessions;
(f) individual counselling meetings on request, and set-up of an information
hotline;
(g) profiling of employees on behalf of the Federal Labour Agency.

6.8.3. Restructuring practices and process
Within Siemens beE, the duration of a transfer company is characteristically two
years. As the result of the negotiations with the works council, the employer
bears the risk of solely paying the reduced income of the employees after the
expiration of the 12-month transfer short-time allowance from the Federal Labour
Agency.
In general, all employees have equal access to career guidance and
counselling. Every beE candidate has his or her personal consultant to analyse
career opportunities. In these meetings, an individual action plan is conceived
and signed by the employee to secure commitment and increase motivation.
Every employee meets his or her personal consultant at least once a month, or
more often if necessary. Each consultant counsels up to 30 employees.
The employees can use the beE premises, where they have access to
Internet, telephone, scanners, etc. They can also use the internal library with
literature about job application documents and relevant technical literature, and
they have the potential to book a conference room if needed.
Employees will attend six obligatory basic workshops:
(a) orientation workshop;
(b) job application processes;
(c) introduction to the job centre, by consultants who will present the services
and facilities on offer;
(d) interview training, in which recruitment interviews are simulated and a video
analysis is conducted for every employee;

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