Outplacement
The outplacement is a exceptional area of the recruitment process. The outplacement is not about the recruitment of the new employees, but it is about downsizing the organization. The outplacement is a delicate HR process. The organization makes a decision about decreasing the personnel expenses and the number of employees. The outplacement process is used to ease the process of downsizing to employees. It covers the communication and negotiations with affected employees. The outplacement consultant provides additional services to find a new job opportunity for the downsized employees. The outplacement has three main steps. In the first step, the organization has to decide about the new targets (employees to be outplaced, costs to be decreased). In the second step, the organization chooses the employees to be outplaced. In the third step, it invites the outplacement consultant and announces the downsizing to employees.
The outplacement consultant provides specialized services and understands the psychology of the downsizing. The employees are frustrated, and managers are worried about their team members. The outplacement consultant provides guidance to employees and managers in the whole process.
The outplacement is a painful process, but the professional HR function has to be able to execute the outplacement. HR has to define the methodology to choose the employees to be outplaced. HR has to set the financial conditions for the outplacement. HR has to involve few managers to define the socially responsible rules for the coming outplacement.
HR has to lead and manage the outplacement process in the organization. HR has to set the criteria for the selection of employees. Each employee has to be checked against criteria. Every discrepancy has to be explained by the manager. The outplacement is not the opportunity for managers to lay off employees that they do not like. The outplacement has to be a fair game. Managers have to comply with the rules. HR has to control the selection procedure.
The outplacement consultant can limit the impact of the activity on the performance of employees. The consultant has resources to speed up the whole process. The outplacement procedure has to be quick. The employees have to know the final decision as soon as possible. The organization has to send information about the results of the outplacement immediately. The organization has to bring some security to lives of employees.
The outplacement should reach all levels of the organization. The outplacement of the executive officer is different. The job contract contains many articles about the cancellation of the job contract to provide some security to the executive officer.