Diploma In Redeployment Counselling

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Diploma In Redeployment Counselling

• Stakeholders Survey

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Who was surveyed

• Statutory Organisations
• Employer Organisations
• Trade Unions
• Recruitment Agencies

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Principal Findings

• Over 50 were categorised as been
• Old in their sense of outlook, vision
• and participation.
• To expensive to hire compared to
• other groups
• To expensive and too timely to
• retrain

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Principal Findings

• Over 50 were categorised as been
• No comprehension of their
• transferable core skills and their
• relevance within the workplace
• Didnt understand or adjust to the
• modern employment environment

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Principal Findings

• Over 50 were categorised as been
• Very poor marketing of their skills,
• qualities and the relevance there
• of.
• Difficult and poor at interviews
• Compared to younger worker not
• seen as dynamic

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Principal Findings

• Over 50 were categorised as been
• Greater difficulty with integration in
• the workplace
• Flexibility of the over 50 was
• intolerant compared to the
• younger worker

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Principal Findings

• Over 50 were categorised as
• Having value in short term
• contracts or if a precise specialism
• was required
• One Union representative said of
• placing the over 50s its
• wasnt like climbing a hill it was
• like climbing Everest with a fork

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Principal Findings

• Relevance for Diploma in Redeployment Guidance
• Emphasis should be placed on
• occupancy rather than employment
• Skills in occupational counselling
• Tailor made to the over 50s essential

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Principal Findings

• Relevance for Diploma in Redeployment Guidance
• Need to tackle a lot of the
• misconceptions using a structured
• approach.
• Professional services dedicated to the
• over 50 are essential

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Course Modules

• Foundation structures and practices o
• redeployment guidance for those over 50
• Development perspectives in Adult Guidance to
  include age and opportunity
• Counselling skills and practices
• Theoretical approaches to adult guidance
• Motivational approaches and systems

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Course Modules

• Guidance skills and practices which will
  encompass ( life planning systems, psychodynamic
  approaches to guidance for those over 50 and
  organisational systems, approaches and skills
  management),
• Referral systems and approaches
• The role innovation and flexibility in working
  with those
• over 50
• Recruitment policies and redeployment strategies
• Employee exit strategies, roles and
  responsibilities