Business is uncertain
all the time. With the global competition, changing business environment and
the risk increasingly organizations are going through the change and a
challenge to review their people productivity and deployment. In the eventualities
of re-organization internally, change in business model, merger &
acquisitions there is a high possibilities of redundancies with the workforce.
In such cases the organization initiates a process of Transition of their
people out of the system.
A process that helps the employees to identify new
areas of opportunities based on their future aspirations and competencies is
known as an Outplacement. Outplacement
is very common HR practice in many countries, however, it is still to evolve as a
critical function of Human Resources in India. There are specialized firms who
can help transition a junior most employee to a senior most board member
through an Outplacement Program. They also can design many programs from a
single individual program to a large pool programs conducted as Inside /
Outside of the organization. It is also a brand building activity for an
organization to make sure that they take care of their people even though they
have to transition people out of the system. Any potential employee would be
happy to join a company who cares in the event of transition.
Idea : Outplacement can be handled by Individual Consultants who have prior
experience. This may be true in cases
where the organization has to transition 1-3 people in a year. However, an
organization who has an established system of process, People & Technology
would be able to do it extremely well. There could be possibilities of
specialized software on cloud may be available to bring the cost effectiveness
with a remote coaching to the individuals.
* This post is to
provide an idea of Outplacement. Please look for more insights on this topic in
future postings by experts from Husys & its partners.
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