Tokyo Electron Ltd
Redundancy Management Case Study
Tokyo Electron Limited (TEL) is a leading global supplier of semiconductor production equipment. Their network comprises 90 locations across 12 countries in Asia, the United States and Europe. The UK branch of the company has a workforce of around 80 people.
TEL engaged People Vision to manage voluntary and compulsory redundancies within the UK branch of the company.
People Vision associate Keith Corbin led on the coaching aspect of the project. Keith has 20 years of Human Resources, project management and internal/external consulting experience and is a specialist in career transition.
The employees facing redundancy ranged from service engineers who worked on client project sites around the world, to managers within the HR and L&D departments and members of the admin support team.
The diversity of their roles meant that a personalised, bespoke approach was essential in offering appropriate support to each individual.
Keith established a base in TEL’s Crawley office and held a two hour, one-to-one coaching session with each employee.
Each coaching session was geared around the individual’s goals and objectives, and their specific needs and concerns in coping with redundancy, securing new employment or approaching retirement.
Topics covered topics included:
Drawing up CVs and application letters.
Understanding the job market.
Using online resources.
Interview techniques (including telephone interviews).
A Receptionist who had worked at TEL for 15 years was facing redundancy for the first time in her career. Keith worked with her to analyse her role, look for transferable skills and broaden the scope of her job search. He gave her feedback on her CV and helped her to update it and explored ways of promoting the diversity of her skill-base both on paper and in competency-based interviews.
A Training Manager in his 60's was preparing to take voluntary redundancy. His background was in engineering and he had lecturing experience; his goal was to take a sabbatical abroad before finding a lecturing post at a UK college. Keith worked with him to create a functional-format CV which highlighted his relevant academic experience, and coached him to leverage his own network of contacts to initiate his job search.
The receptionist attended two interviews before leaving TEL, and was offered the second job she applied for. Her new role gave her the hours she wanted as well as an increase in salary. A second coachee was re-employed by TEL on a consultancy basis.
Feedback from all the coachees indicated that they felt they had benefited from Keith’s advice and guidance, and appreciated the time taken to consider a variety of options and approaches. ‘Keith was really supportive, even when people had decided to take early redundancies he gave them options other than retirement, such as giving consultations. The feedback from everyone has been really, really good.’ (Shaney Fowler, HR Specialist)
A consistent feature of the feedback was that coachees felt they had gained in confidence: the confidence both to set their goals and to achieve them. Shaney felt ‘able to be confident enough to go for the right interviews and not to jump in too quickly. Keith’s advice really stayed with me.’
‘What attracted me about People Vision was their individual approach. They really worked with our business culture; it’s a Japanese company and so people are very important. People Vision met all those expectations.’
‘Keith was very keyed in to people on a personal level. He went beyond our expectations. He helped sweeten the bad taste of redundancy.’
Shaney Fowler, HR Specialist, TEL
‘People Vision offered a fantastic outplacement service for our company. Their professional yet friendly approach was a great help to our employees at a very sensitive time and they all feel ready to move on to the next stage of their lives.’
Dawn Holmes, European HR Manager, TEL