OUTPLACEMENT

The ever-changing business environment makes it necessary for companies to constantly adopt their capacity and potential to the requirements posed by the market, technological progress, standards, competition and economic conditions. Companies must respond to market needs in a swift and flexible manner and must smoothly increase or decrease their employment size.

Outplacement is a method of action allowing to alleviate the effects of employment restructuring on the dismissed employees. Outplacement is also called monitored dismissal, a system of mild dismissals, comprehensive assistance to dismissed persons, preparation for living in change, support for the employer/employee in the restructuring process.

Activities in the area of outplacement include: diagnosing the potential and motivation of the dismissed person, providing psychological support to this person, employment intermediation and multi-directional preparation for self-reliant functioning on the labour market.

Outplacement ensures support for the employer in the difficult process of change in employment and provides effective assistance to the dismissed employees in their subsequent professional careers. Outplacement encompasses specialised vocational counselling and active job search. Assistance in fighting stress associated with the loss of a job and learning modern techniques of functioning on the labour market is strengthened by practical support in the form of searching for unannounced vacancies kept aside exclusively for employees using this form of counselling. Outplacement provides customised and comprehensive programmes matching the needs of dismissed employees.

Benefits from outplacement

To the employee:
• Assistance to the dismissed employee in planning his/her future and solving problems related to the change in his/her professional career
• Support in alleviating the enormous stress associated with the loss of a job
• Reducing the time required to find a new job and increasing the number of persons who have found employment

To the employer:
• Improvement of the company's image as an institution investing in the future of its terminated employees
• Alleviation of the turbulent process of change and adjustment of the organization to the new market situation
• Growth of confidence of the company's current employees in their employer
• Minimisation of loss in labour productivity during and after the change
• Promotion of voluntary terminations as more beneficial than forced dismissals