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.