Page 160 - Socially-responsible-restructuring-Effective-strategies-for-supporting-redundant-workers

Socially responsible restructuring
Effective strategies for supporting redundant workers

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through referral from other agencies ( ) involved in careers advice. At the outset,
an R2R liaison officer usually meets managers and HR executives to discuss the
business needs and circumstances. Information is secured on numbers of staff
likely to be made redundant, the timing of redundancies, and any business
support needs, with potential referral to Train to Gain or services supporting
enterprises’ continuing training activities. To enable socially responsible
restructuring, the amount and type of support will depend on circumstances. A
staged plan, appropriate both for the employer and the employees being made
redundant, forms the basis for the R2R contract with the employer.
To take the programme forward, the liaison officer provides the employer with
a choice of potential career guidance providers, considering the location and
specific needs of the company, in particular, sectoral expertise and support
required by certain types of employees. The benefits of participating in the
programme are clearly explained, including guidance to comply with statutory
obligations, change management support (including ongoing business help and
support for the remaining workforce), financial benefits (low-cost subsidised
services) and measures that will gain goodwill among remaining and leaving
employees, as well as in the wider community.
The career guidance offer comprises two main elements. First, an individual
guidance session is held at a time to suit the employer and staff member,
delivered onsite or at a convenient place, at which available options are
discussed (training, job search and career change, as well as the possibility of
self-employment). This results in a realistic action plan and signposting to
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relevant organisations if needed ( ). Second, a suite of workshops is provided on
job search, applications and interview techniques. Career guidance, delivered
individually or in groups, helps identify individual training needs linked to future
career goals. In some cases training needs may be met through Train to Gain or
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other funding ( ).
In the past, R2R have attempted to provide a substantive brokerage service
for individuals to help them fund courses and programmes they may be
interested in. However, this was found to be time-consuming and unproductive in
the cases of individuals who changed their minds. Given available databases of
courses and the website and telephone support services provided by the national

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( ) For further details see: http://www.nextstepeastofengland.org.uk. [cited 17.5.2010].
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( ) For example see: http://www.newlifenetwork.co.uk [cited 17.5.2010].
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( ) However, R2R can support training leading to an NVQ Level 2 or a full NVQ or above,
although this is discretionary. In circumstances where the training is more than the amount
R2R will fund, individuals or their employers can cover the difference. In addition, where an
individual funds the difference for a non-NVQ course, they can recover up to GBP 500 if they
are back in work within three months of completing it and the skills gained are relevant to the
job.

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