Lederindsigt.dk has spoken to HR consultant Marianne Koch Fisher and HR development consultant Dennis Lillelund from MAN Diesel & Turbo in Frederikshavn about their HR function and the help the company offers to terminated employees so that they get a springboard to move on to a new job.

- It is absolutely crucial for the company that we can step in and help the employees further in a time when outsourcing and cutbacks lead to massive layoffs. At MAN Diesel & Turbo we have now had two rounds, where since 2009 we have been cut from over 1100 employees to approx. 480, says Marianne Koch Fischer and begins our conversation about the process offered to terminated employees.

The purpose is quite simple

Overall, it is MAN Diesel & Turbo's desire to be able to remedy the consequences of the planned redundancies, and to ensure that there is a focus on helping employees move on to new jobs. At the same time, the process will ensure a sensible and calm execution of the production.

After the latest round of layoffs in January 2013, an agreement was reached between the trade union representative (TR) and the management about what the dismissed employees will be offered.

Job search course with focus on CV and strengths and weaknesses

-We offer a 1-day job search course and a personal profile analysis to all the terminated employees. We do two types of courses – one for white-collar workers and one for hourly employees, as their needs differ, says Marianne Koch Fischer.

The courses are internal and consist of three parts: a general introduction to looking for a job, building a CV and preparation for the job interview. The general introduction provides the participants with knowledge of the labor market, and they are given tools for job hunting. It is, among other things, search techniques in databases, networking and the unsolicited application.

- We must always remember that none of our employees have ever been without a job before, and are not, for example, used to having to put their skills into words and make a CV. We have a long tradition of our employees being employed for many years, so for some it is the first time they have to go out and look for a new job, she elaborates.

As the forms of production become more specialized and the work takes place in self-managing groups, a well-structured CV and a good application are also important for the hourly employee.

-Before, you could come in from the street and ask to speak to the foreman, and be hired on the spot with a handshake. Today, hourly employees must have a CV and an application in hand and sell themselves to the same extent as white-collar workers. It is no longer enough to be good at your craft. A great deal of attention is also paid to whether the person is up-to-date on the latest technology and on collaboration skills, as a large part of a production today takes place in self-managing teams. On the whole, more attention is paid to the whole person and not just to professional skills, says Marianne Koch Fischer.

- This is precisely why it is so important that we give our terminated employees some good tools to get started with a good job search process, adds Dennis Lillelund, whose HR function is aimed at development, coordination and administration of courses and training activities as well as general personal and professional competence development.

On the course, they also train the employees in formulating themselves for a job interview.

-We tell them what they can expect to be asked about in a job interview, and it is especially putting words to strengths and weaknesses that we practice, because it is a challenge for most people. The whole rhetoric around praising oneself and pointing out one's weaknesses without straining for employment is difficult, so we try to teach them that balance. It is also much easier to put it into words at a job interview when you have said it many times to yourself, says Marianne Koch Fischer with a smile. Marianne teaches the job search courses herself, and helps to develop them so that the content becomes relevant for each individual group, which consists of 8-10 people.

Continuing education must provide new skills

MAN Diesel & Turbo provides all terminated offers of relevant courses or further training, which must, as far as possible, take place during the termination period. The training must be relevant in relation to the job plans that the employee has. The company pays for the training, and at the same time provides a full salary.

- The fact that we offer further training means that we can create new opportunities for the dismissed employees. It makes them think differently and look at new possibilities, so they are not locked into what they have always done. We have several former employees who are employed in completely different positions today, and we know that they are very happy to have found other skills, says Dennis Lillelund.

In order to meet questions about the rights and duties you have as an unemployed person, MAN Diesel & Turbo has made an agreement with Jobcenter Frederikshavn that they provide an employee. The employee is present in the company for periods of time and can help the dismissed to find out what options are available.

You are something by virtue of your work

It means a lot to MAN Diesel & Turbo's employees that they know that there is an emergency service that will step up when it is needed. It gives a sense of security to know that they are not alone the day they get a notice of dismissal. MAN Diesel & Turbo gives the dismissed employees the opportunity to get emergency help, and they have put together a team consisting of a psychologist, a nurse and two from the HR department.

- The reactions we get are naturally enough that people are really sad that they have to leave us. And we know how much a job means in one's life, and that you are something because of your work, so the reactions also vary from person to person. Different forms of help may therefore be needed. It is perfectly fine to bring your spouse, TR or a colleague to the interview with the manager. It provides security when you are not alone in the situation. Employees also have the option of taking the day off, but are also welcome to stay and talk to colleagues or to us in HR. As I said, people have very different needs, says Marianne Koch Fischer.

The terminated employees will each be assigned an HR consultant with whom they can spar individually.

- We find that the employees need to talk about their situation, and they seek support, advice and guidance from us. And it is super important that they know that we are available to them and can help them on to the right people, explains Dennis Lillelund.

Support for the managers

The managers who have to fire the employees have all gone through an internal course on how to make a dismissal dignified. And when they face a round of layoffs, they get a refresher.

-We provide the support the managers need, and we can e.g. guide in how they can give the message and how they can avoid the employee having to take the long walk down the hall with the dismissal notice in hand. We also go in and guide in relation to who is to be fired. If, for example, we have a married couple employed, then we take into account that it is not both parties who are fired, says Marianne Kock Fischer. She also works with manager sparring, and has developed the course on dignified termination.

Social responsibility is important

For MAN Diesel & Turbo, it means a lot that you can offer the terminated employees the opportunities that lie throughout the process.

- We want our former employees to be good ambassadors for the company, and we want to appear as a company that treats people properly. It is part of our strategy – to be socially responsible. We actually also experience that former employees come back when we advertise positions, and we see that as a good sign, says Dennis Lillelund in conclusion.

Last updated 21 September 2022