 |
Outplacement - luxury or necessity?
As a result of the global economic crisis, many companies are faced with the need for massive downsizing. The development of anti-crisis plan, it is important to consider what effect the forced dismissal of HR-brand the company and what to do to preserve it.
Without breaking anything Representatives of one company recently reported that overdone with layoffs and now they do not have enough staff. I had to call some of the newly laid-off employees and offer them to return. Despite the fact that they were unemployed at the moment, none of them disagreed. The reason for refusal was incorrect attitude to staff at the time of dismissal. The staff argued that there are no circumstances which would have forced them to return, and wanted to tell you as soon as more people about what orders were terrible in that company with the hope that these rumors will help her as soon as possible bankruptcy. | Application outplacement is especially true when forced to lay off valuable staff. Assistance provided by laid-off employees could be a real benefit for the company. The dismissed employees and to retain the post will be grateful for their support and are likely to remain loyal to the company. It is unlikely that during the massive layoffs in the personnel department have enough time and resources to organize the placement. It should appeal to the largest recruitment agency with a good reputation, they are usually able to introduce a service on outplacement competently and maintain the quality at the right level. What is outplacement?Outplacement first appeared in America at the end of the Second World War. The soldiers were returning to their homeland in complete ignorance than they do. The state has decided to finance the public and private sector to help people find a job. Since then, professional advice to enable employees leaving the company quickly navigate the labor market and find a suitable job, became a familiar tool in Western practice. About 80% of companies actively use outplacement. For Russia, the outplacement relatively new service, and according to by us in late 2008 study, only a few companies offering this service. Its peculiarity lies in its ability to minimize the risk of lawsuits and other problems associated with the dismissal of employees and maintain morale of remaining in the company. Competently conducted by outplacement brings benefits to all: companies maintain their reputation, staff feel supported and find new opportunities. A typical candidate for outplacement becomes official, which the company gained a positive opinion, and to whom, in connection with the circumstances of dismissal, the company is able and willing to help. Outplacement firm maintains a reputation as a decent employer and partner, reduces the stress level of all staff involved in the process of downsizing. Thus, the company shows that values its employees, despite the forced dismissal. Outplacement includes:
Outplacement begins with a preliminary review of resume and cover letter the candidate. Further, candidates are invited to a detailed discussion of his career, including past achievements, strengths and weaknesses. The next step is a learning interview. It ends with the assessment of various skills with follow-up counseling, which includes such topics as the content of the summary, the desired direction of future career behavior during the interview. Then, the candidate passes the interview output, which resulted in the company, the customer receives valuable information in the form of the response of the former employee and a comprehensive SWOT-analysis (Successes - achievements, Weaknesses - weaknesses, Opportunities - opportunities, Threats - Threats). It is also possible consultation on the development of a former employee of a positive attitude to the former employer and how to care without mutual claims. Closing the interview really useful and allow companies to part with the staff without a conflict, examine the effectiveness of staff, to discover areas that need improvement, identify the causes of dissatisfaction with staff, find out whether there was a breach of contractual obligations by the employer, not to miss important information and reduce employee turnover and internal tensions. Upon completion of the output interview, assesses the resume and cover letter the candidate, taking into account information obtained during the analysis of professional development, formal interviews, follow-up assessment and exit interview. Attention is paid to all aspects of resume and cover letter: overview, scope and content. After this, there is another meeting with the candidate and makes recommendations for necessary changes. A typical candidate for outplacement becomes official, which the company gained a positive opinion, and to whom, in connection with the circumstances of dismissal, the company is able and willing to help. The next step, carried out three separate consultations: what you need to succeed in his new job, new job search strategy, conducting negotiations with a potential employer. As a result, a perfect resume, the candidate can best present their career achievements, along with current and long-term goals. So, competently conducted outplacement brings benefits to all: companies maintain their reputation, staff feel supported and find new opportunities. As a result, the company manages to maintain HR-brand, reducing the negative reviews of laid-off employees. |
|