Outplacement as a tool for regulating employment and a package of services

What is outplacement

Everyone understands that the dismissal procedure is unpleasant both for the employee himself and for the HR department. It is especially difficult to talk about this when the dismissal is widespread. Sometimes highly qualified employees become unemployed, and it is very difficult to part with them.

To maintain good relationships and help their colleagues, an outplacement scheme was specially developed. The essence of the mysteriously named system means that even if a company makes staff cuts, its reputation does not deteriorate.

Personnel outplacement is the assignment to a new job or position. In simple words, the employer helps his employee find a new job.

In most cases, the responsibilities of an outplacement employee include:

• An educational conversation through which the employee will receive useful information on how to find a new job;
• Assistance in employment;
• Conducting special trainings;
• Help in creating a resume;
• Search for suitable vacancies.

Outplacement stages

The procedure, new for Russia, is carried out in several stages:

1. Analytical stage.

It can be called the preparatory or initial stage. The most important thing at this stage is to identify the strengths and weaknesses of the company. It is also important to get an overall picture of the company's health, identify potential risks and determine whether downsizing is necessary or not.

If layoffs are unavoidable, it is important to identify the right candidate. In this case, a list of interchangeable personnel is compiled and a comparison takes place. When choosing, each employee’s experience, achievements and professional skills are taken into account.

In practice, no matter how sad it may sound, two lists are compiled: weak and strong employees. This stage lasts no more than 2 months.

1. Dismissal.

At the general meeting, a decision on dismissal is made and announced to the employee. It is precisely at this stage, when the decision is announced, that the employee is ready to provide appropriate assistance. First they ask you to sign documents, after which they help you quickly find a job. Employers do not like to stretch out this stage and try to keep it within a week.

1. Practical stage.

This is the final stage, when they begin to actively work with the employee and fully support him until the employment issue is resolved.

Advantages and disadvantages of outplacement

It would seem that outplacement is an excellent direction that helps a dismissed employee move on and grow professionally. In fact, even this type of activity has disadvantages. Let's take a closer look at the positive and negative aspects of outplacement.

Advantages:

• Maintaining friendly relations with dismissed employees;
• Help in finding a new job;
• Preventing litigation from dissatisfied employees who have been fired;
• Obtaining, if necessary, advice from a former colleague;
• Reducing stress and psychological discomfort for an employee who has lost his permanent job;
• Increasing loyalty to the company;
• Increased reputation in the labor market.

It would seem that there are so many advantages. The effectiveness of this process is obvious. But, nevertheless, it is worth pointing out some shortcomings.

Flaws:

• It is necessary to invest money in outplacement, sometimes significant ones, so companies do not use the services of specialized companies and try to provide assistance themselves;
• Employment activities may take a long time, which can cause losses not only for the company, but also for the employee;
• An employee can refuse the company’s services himself;
• There are no exact guarantees that an outplacement consultant will be able to find a good job for a fired employee.

Types of outplacement

It would seem that the essence of the procedure is extremely simple and understandable. The release of personnel is a special type of management activity that involves a set of activities and types. In fact, there are several types of this direction.

Types of outplacement:

1. Open.

This is the most popular type of outplacement, which is used by many companies. At the same time, the employee is openly told that he is being laid off or a decision has been made to fire him for a number of reasons. Also, such an employee, regardless of the reason for dismissal, is openly offered assistance in finding employment.

1. Closed.

As a rule, this type is used only when a leading manager or supervisor is dismissed. In a word - an employee of a high position. Openly announcing their dismissal is a rather dangerous action and there are few companies that do this.

In practice, companies hire an outplacement employee or use the services of a recruitment agency. As soon as the subordinate is informed about the termination of the employment contract, he is immediately offered other work options that he can use.

There is, of course, a small disadvantage for the employee if a recruitment agency is involved in the selection of a new job. Some employers set a mandatory condition - not to offer competitors' vacancies.

1. Mass.

This type is suitable for those companies that fire several employees at once. This is relevant when a company is declared bankrupt or ceases its activities. This type of outplacement can only be afforded by large organizations, since it requires a lot of money. In terms of time, this type of outplacement can last from a month to a year.

1. Individual.

Applies when one employee is laid off. In this case, information is provided individually and assistance is offered.

Outplacement service from professionals

The group has chosen as one of its activities the provision of recruitment agency services, including outplacement. If for one reason or another the customer was forced to fire someone, then he gets the opportunity to take advantage of a package of services so that the employees can then find employment in another organization. In addition, our recruitment services are available to our clients.

You can become a client of the Group in St. Petersburg after you contact the specialists by leaving a request on the website or by phone.

Outplacement method

As we have already found out, outplacement is a procedure that helps an employee who is facing dismissal find a new job.

However, we should not forget that, according to Art. 178 of the Labor Code of the Russian Federation, if dismissal is carried out in connection with the liquidation of a company or staff reduction, then the employee must receive payment.

The size of the payment depends on the employee’s salary. In addition, this category of employees can receive an average monthly salary for 2 months after dismissal.

Of course, if we are talking about an ordinary employee, then it is easier for companies to make a small payment. But what to do when it comes to the “top”? In this case, it is easier to accept outplacement methods and peacefully terminate the employment relationship without paying a large benefit.

In this case, companies simply ask to leave of their own free will, offering help in return.

In practice, when working with such an employee, the following methods are used during the dismissal process:

• Providing information on how to choose the right new place of work;
• Assistance in drawing up a resume, in addition to the resume, a positive reference is drawn up for an employee from his previous place of work;
• Preparing a letter of recommendation from the manager to increase the employee’s chances of getting the desired position;
• Testing the employee for professional suitability and, if necessary, providing free training;
• Communication with a psychologist who will help you relieve stress and tune in exclusively to a positive wave;
• Learn the subtleties that will help you successfully pass an interview and get your dream job.

Do not forget that each employee decides for himself whether to entrust his fate to his former employer, or to arrange his own life and search for work.

Types of staff outplacement

The procedure may seem extremely simple and understandable, since the further employment of employees is a special type of management activity, which involves the implementation of a set of special events. Next, we should take a closer look at the classification of outplacement.

Among all types of outplacement, attention should be paid to:

1. Open.

It is the most popular type, which is used by many organizations. This type implies an open message to the employee about his reduction or dismissal for any reason.

Further, he is openly offered assistance in further search for a job, and the reason for dismissal does not play any role.

1. Closed.

This type is used when it comes to the dismissal of a leading manager, manager and other higher positions. An open statement about their reduction is considered a rather dangerous action; almost no organization will do this.

Practice shows that an organization hires an outplacement employee or uses the service of a recruitment agency.

After informing an employee that their employment contract is no longer valid, it is necessary to immediately offer alternative employment opportunities that may suit them.

There is one disadvantage for a subordinate if a recruitment agency decides to deal with his problem. There are managers who prohibit consideration of vacancies in competitive companies.

What types of outplacement are there?

1. To the masses.

This method can be an ideal solution for organizations that want to lay off several employees at once. Mass layoffs usually occur when a company goes bankrupt or goes out of business.

This type is often used by large organizations, since the process entails large financial expenses. In duration, it usually takes a period from a month to a whole year.

1. Individual.

This type is used when a situation arises when one employee is fired. This results in individualized provision of information and offers of assistance.

Here you will find out what rules apply to the dismissal of a chief accountant.

Methodology and tools

One should not miss the fact that Article No. 178 of the Labor Code of the Russian Federation talks about receiving a monetary payment by an employee in the event that a company is liquidated or the workforce is reduced.

The amount of payments is determined by the size of the subordinate’s salary. This category of workers can receive a payment equal to their average monthly earnings for two months after the layoff.

If the case of an ordinary employee is being considered, then organizations tend to make small payments. If we are talking about high positions, then you need to try to use outplacement, to make a peaceful break in labor relations without paying large benefits in the future.

In such a situation, companies should ask for voluntary resignation and then immediately offer search services.

Practice shows that working with such employees during their dismissal requires the use of special methods, namely:

• Provide information on the correct choice of a new workplace;
• Help with drawing up a resume, and in addition to a resume for a job, write a positive reference for a subordinate from a previous position;
• Prepare a letter of recommendation from the manager to increase the employee’s chances of getting the desired position. Here are step-by-step instructions for writing a letter of recommendation for an employee;
• Check the employee to confirm his professional suitability and, if necessary, provide free training;
• Communicate with psychologists who will help improve emotional stress and help create an extremely positive atmosphere;
• Teach the details and nuances that help you successfully pass an interview and get your dream job.

It is also important to remember the fact that the employee independently made a decision to entrust his own destiny to his former employers. Perhaps someone will prefer to look for work on their own.

Specific points

Outplacement is a service whose main purpose is to provide the employee with assistance in the event of difficult situations.

The classic algorithm of actions involves choosing consultants: either internal or external. If we talk about an internal consultant, he tries to search for all options in the shortest possible time, while an external consultant carries out the work with the help of special agencies.

Features of outplacement include the following special stages:

1. Comprehensive assessment.

This stage is the most important, because the result is a determination of the professionalism of the employee who is being laid off. This stage involves drawing up an individual plan, where all the applicant’s tasks are spelled out in detail.

All tasks determine the necessary technology and a set of measures necessary in order to achieve the goal.

After drawing up all the goals and objectives, it is necessary to study the employment market. The most important point is the selection of at least five large companies whose conditions will suit the manager. This is the last action of the first stage, but what follows is the most difficult part.

1. Writing a resume.

It is necessary not only to compile the correct resume in order to select an employee from all the candidates by the new employer. The key point is the ability to “sell” your abilities and skills, to be able to present yourself in the best light.

Most applicants are rejected after an interview due to their inability to competently and clearly answer all the questions asked and tell about themselves.

This stage is characterized by various role-playing games to gain the necessary knowledge and build a sense of self-confidence during the interview.

1. Active promotion.

The next stage is no less important than the previous one, since it is necessary to advertise the applicant. To do this, you should draw up a so-called program, which will contain information about who exactly needs to introduce the applicant.

After this, the finished resume is posted on the best job site, and the data is transferred to the recruitment agency.

An important nuance is that the employer himself must become interested in the employee and facilitate his acceptance into his own company. A competent presentation determines the probability of a successful outcome by 90%

1. Psychological assistance.

This stage is the final one, when a qualified psychologist tries to help the employee emotionally. It is important to remember that the reason for leaving a job is not important, because layoffs are always considered to be a lot of stress and the presence of anxiety and worry.

A psychologist can help the applicant take his mind off negative thoughts and start thinking about new opportunities.

Specifics of outplacement

As already mentioned, outplacement is a service whose main task is to help an employee who finds himself in a difficult situation.

The classic scheme for assistance with dismissal involves the choice of a consultant: internal or external. In the first case, a special company consultant communicates with the employee, who tries to find a new job as quickly as possible. In the second case, the work is carried out by special agencies.

The specificity of outplacement is that it consists of several main stages:

1. Comprehensive assessment.

This is the most important stage, as a result of which the professionalism of the employee who is subject to dismissal is determined. In this case, an individual plan is drawn up, which clearly states all the goals of the applicant. Depending on the goals, the technology and action plan that is necessary to achieve your cherished dream are determined.

After the goals and objectives are drawn up, a study of the employment market is carried out. The main thing is to choose no more than 5 companies whose offers suit the employer. This concludes the first stage.

1. Writing a resume.

In fact, it is not enough to create the right resume so that the employer can immediately distinguish you from the crowd of applicants. It is important to learn to “sell” yourself or present yourself in simple words.

Many applicants get an interview, but are rejected precisely because they do not know how to answer the questions correctly. At this stage, various role-playing games are carried out, which help to gain the necessary knowledge and feel confident at the interview.

1. Active promotion.

This is an equally important stage at which the applicant is literally “PRed.” A so-called program is drawn up, which specifies who should find out about the applicant. His resume is posted on the best job search sites and the information is transferred to a recruitment agency.

It is necessary that employers themselves become interested in the employee and do everything possible to ensure that he becomes part of their company. Correct presentation is 99% of success.

1. Psychological help.

This is the last stage at which the employee receives qualified assistance from a psychologist. Do not forget that no matter what the reason for a subordinate leaving work, dismissal is always a big stress. Psychologists help the employee quickly adjust to a new job.

Outplacement in Russia

“Civilized” dismissal in Russia, although not a new phenomenon, is quite rare. For the first time, foreign recruitment agencies began to provide such services to their clients.

It is not surprising that today the outplacement service is found only in cities with a population of over a million (Moscow, St. Petersburg, Nizhny Novgorod, Yekaterinburg).

Unfortunately, due to the specifics of Russian business, employers are not willing to pay for this service.

Although, in the context of an economic crisis, the need for competent and “soft” release of personnel may be more relevant than ever before. This format of staff dismissal is the most gentle and allows you to reduce the negative impact on the employer’s HR brand.