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Rational use of human resources may entail the need to dismiss some employees. In case of group layoffs, the restructuring process is prone to being treated in an emotional way, which may lead to conflicts. Typical risks include creating a negative image of the company as a potential employer, weakening the commitment and motivation of the remaining employees, conflicts with labour unions.
With outplacement, it is possible to minimize the negative consequences of employee layoffs.
Uses:
- to organize workshops for staff involved in outplacement;
- to build the employer's image as perceived by the employees and the job market;
- to actively search for new jobs for dismissed employees;
- organize workshops for dismissed employees to help them actively and efficiently look for new jobs;
- provide information on the job market;
- provide training to develop new qualifications;
- facilitate contacts with potential employers.
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