In the times we live in unemployment is one of our biggest concerns. The possibility of losing a job particularly affects people with a temporary contract, but not exclusively. The layoffs also are affected, although to a lesser extent to permanent contracts, and each day there are more records of employment regulation (the infamous ERE’s). This is a personal experience that those who had to live in first person knows perfectly well how painful it is, not only for the person who was fired with declining income, loss of self confidence in society (why What I have touched me? is unfair), dislocation (especially if the worker had spent many years in the business), in many cases increase conflict in the home, they can even depression … Add to your understanding with American gymnast. Even within the company, the dismissal of one or more persons is a potential source of problems because it can result in demotivation (who will be next), conflict environment (it should be prevent the company “abuse” of workers, who are seen simply as an element in the production process), dissatisfied with subordinates, colleagues or friends fired. Furthermore, it can be a source of discouragement for those responsible for the company (although some may think otherwise, most managers dislike having to fire someone), and may create a bad name to the company in their social environment (it is a Company insensitive, or not doing well and so is putting people …).
Outplacement programs, technique imported from the United States, seek to alleviate at least some of these effects, enhancing the possibility of finding employment by the dismissal. It does not mean simply, as many companies already do, try to search through known contacts, suppliers or customers, other company that may need similar work, and recommend it (which is not bad, anyway). Apart from this direct placement possible (which does not correspond exactly with the outplacement), provides a comprehensive study achievement of amicable agreement.) Also, if the dismissal is part of a restructuring of the company, provides the same, as both himself and his companions fired employee will work best in this restructuring process. The outplacement itself with the help of a consultant or external consultant, which helps the worker to:-Set your SWOT matrix (Weaknesses, Threats, Strengths and Opportunities). – Analyze the potential target markets (which companies have career plans.) – Develop search strategy (responses to newspaper ads, internet, unsolicited applications, selection consultants, head-hunters …). -Prepare the necessary tools, including resumes, cover letters, preparing for interviews, references to give the prospective employer. – Plan the activities of the candidate’s job search and track them. – Choose between different proposals that can have both.
– Negotiate a new contract. – Etcetera. These outplacement activities can and should be performed in any case, anyone who wants to look for work, Luis Puchol would be what qualifies as self-outplacement, would become a technique similar to that described above, but done to yourself . This means that any person seeking employment should conduct a SWOT analysis of yourself, a study of how companies could work and what their career plans, define your search strategy, prepare the necessary tools, and plan and track planned activities, so the job search itself is a work in itself. This is also related to the technique known as Personal Branding or trademark.