Page 133 - Socially-responsible-restructuring-Effective-strategies-for-supporting-redundant-workers

Socially responsible restructuring
Effective strategies for supporting redundant workers

(e) telephone training, in which employees are trained on how to establish the
first contact on the telephone, when they apply for a job;
(f) the ‘manage yourself workshop’ is organised after a few months in the beE
to evaluate employees’ progress and to decide further steps.
Besides the basic workshops, intensive support is provided to special target
groups, such as part-time workers and older employees. In addition, counselling
and training on business start-ups and on developing business plans is provided
to suitable employees, considering their occupational and motivational
background. Besides weekly English lessons or courses on computer skills, it is
possible to receive specific qualifications, especially when this is necessary to
fulfil the requirements of a new job. Further, employees have the opportunity to
do a full-time qualification, for example, a bachelor degree in business
administration or engineering. These qualification measures are particularly
important for employees who, for example, worked a long time in accounting
departments but do not hold a specific educational qualification. The extent of the
qualifications depends on the intended budget for each project.
The beE internal job centre is a major feature of Siemens beE. Job centre
consultants support employee job search and provide the following services:
(a) search for suitable job vacancies for beE candidates;
(b) huge network of 5 500 companies on the external labour market;
(c) internet platform TalentLink, which contains all information about the profiles
of the beE candidates and is an important tool for matching employees to job
offers;
(d) job newsletter with open vacancies which match with the profiles of the
employees;
(e) the provision of work placements up to four weeks in possible employing
companies, allowing the employee to ‘try out’ the new job and the
prospective employer the opportunity to get to know the worker.
Siemens beE also organises two or three job fairs every year. Thus, the
employees have the opportunity to get in touch with companies and get in
contact personally with HR partners. There are also regular company
presentations at Siemens beE.
A slightly different instrument is the ‘right of return’: the employee is
guaranteed to be allowed back into the transfer company if his or her new
employment relationship is not successful or satisfactory. This is only possible in
the first four months after entering the beE, and only during the first three months
of the new employment. It varies from project to project.
Another important feature is the payment of a bonus for those who sign the
contract of the beE before a specific date. Comparable bonuses sometimes exist

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