Page 59 - Socially-responsible-restructuring-Effective-strategies-for-supporting-redundant-workers

Socially responsible restructuring
Effective strategies for supporting redundant workers

These can be used to supplement in-house and externally-provided services. In
the best examples these are integrated into the service offer.

3.1.2. Purposes and models of guidance
The purpose and models of career guidance in restructuring enterprises should
be determined by the needs and circumstances of affected individuals, as shown
by the case studies, and the wider available evidence, discussed in Chapter 2.
Workers’ needs in the event of restructuring will clearly include the extent and
effectiveness of their career management skills. If individuals possess career
management skills, their primary need will probably be for information about
employment opportunities and future labour market and sector trends. However,
if they do not have effective career management skills, as a prerequisite for
further action, they will probably need a fuller programme of support.

GOOD PRACTICE CASE STUDY
Career guidance support delivered through transfer companies within
Siemens (Germany)

Siemens beE ( ) is the responsible department which organises transfer company projects at
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Siemens which generally last for two years.
Siemens beE provides a wide range of counselling and guidance services to beE candidates and, in
general, all employees have equal access to these services. Every employee has his, or her,
personal consultant to analyse their current situation and career opportunities.

Each employee signs an agreement of objectives to increase their commitment and motivation.
Employees can use the beE premises, where they have access to Internet, telephone, and library
facilities. The programme includes basic workshops for the employees, including interview training
by HR experts and a review workshop at the half-way stage to evaluate recent development and to
decide further steps.
Intensive support is provided to special target groups, for example on business start-ups and the
development of a business plan; particular support is available to part-time workers and those aged
50 or over.

The beE internal ‘job centre’ is a major feature of Siemens beE, comprising: a database of 5 500
companies; an Internet platform, TalentLink, of the profiles of all beE candidates, which is an
important tool for matching employees to job offers; work placements of up to four weeks in
possible employing companies; and a ‘right of return’, whereby the employee is guaranteed in given
circumstances to be allowed back into the transfer company if the new employment relationship is
not successful.

Source: Case study 8.

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( ) beE is the abbreviation for ‘organisationally independent unit’, betriebsorganisatorisch
eigenständige Einheit.

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