Relevant bibliographies by topics / Outplacement services

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters

Academic literature on the topic 'Outplacement services'

Author: Grafiati
Published: 4 June 2021
Last updated: 30 July 2024

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Journal articles on the topic "Outplacement services"

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ERTEMSİR, Esin, Derya ÇELİK, Özge KOBAK, and Zeynep Sinem NALBANTOĞLU. "A QUALITATIVE RESEARCH ON OUTPLACEMENT SERVICES." Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 13, Kongre Özel Sayısı (June 16, 2022): 232–57. http://dx.doi.org/10.36543/kauiibfd.2022.ozelsayi11.

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Businesses that dismiss employees for corporate reasons such as downsizing, merger, restructuring, or individual reasons such as poor performance use the Outplacement Services to minimise the negative effects of this difficult process. In this setting, career counseling, job placement assistance, interview coaching etc. may be provided. In this study, interviews were performed with senior HR managers from six organizations in Turkey that provide outplacement either in-house or through consultancy firms. Business-level data were analyzed using theme analysis and qualitative descriptive analysis based on the literature. The results show that this practice turned into a routine HR process by half of the participants, and the other half utilized it systematically after mass layoffs during economic downturns. Outplacement is thought to improve the business image for both internal and external stakeholders. The duration of the service is kept more limited due to the high cost when taken from consultancy firms.
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Waraich, Sushmita Biswal, and Gopa Bhardwaj. "Workforce Reduction and the Need for Outplacement Services." Management and Labour Studies 28, no. 2 (May 2003): 141–52. http://dx.doi.org/10.1177/0258042x0302800203.

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Employee reduction due to reasons such as merger & acquisitions, restructuring etc. has become a reality now. So it is important to ensure that the victims are treated in a just way. This reduces the chances of the survivors, the remaining employees, to perceive the management as insensitive. Providing outplacement assistance for existing employees is a critical part of managing the transition process. Outplacement is a process through which the counsellor helps the concerned employee in engaging oneself with new opportunities and giving directions for the same. In other words, it is a career continuation programme, where the outplacement counsellor's help is taken to smoothen the transition from the last job to the next career. At the same time, it goes a long way in strengthening the organization — society interface, even during such unpleasant times.
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Dennis-Escoffier, Shirley. "IRS provides ruling on outplacement services." Journal of Corporate Accounting & Finance 4, no. 3 (1993): 391–96. http://dx.doi.org/10.1002/jcaf.3970040316.

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Neinas, Caryl C. "Outplacement Services for the Blue-collar Worker." Journal of Career Development 14, no. 2 (December 1987): 80–89. http://dx.doi.org/10.1177/089484538701400202.

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Neinas, Caryl C. "Outplacement services for the blue-collar worker." Journal of Career Development 14, no. 2 (December 1987): 80–89. http://dx.doi.org/10.1007/bf01354824.

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Rokjane, Baiba, and Vija Dislere. "OUTPLACEMENT MODEL FOR EMPLOYEES CAREER DEVELOPMENT PROMOTION." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 5 (May 20, 2020): 253. http://dx.doi.org/10.17770/sie2020vol5.4843.

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This article addresses the problem of providing career guidance to professionals who are expected to be made redundant. The aim of this thesis is to develop and to do expert-evaluation of the Outplacement Model for Employees Career Promotion (hereinafter referred to as “Model”). The study was developed in the Latvia University of Agriculture, the Institute of Education and Home Economics within the Master study programme Career Counsellor. An expert evaluation of the Model was carried out with the participation of 5 experts in the field of career counselling and personnel management. In general, expert assessments of the overall Model rating (7-9 points) are close to the maximum possible rating (10 points). The provision of Outplacement services in Latvia has a wide range of benefits to the employee, employer and society as a whole. The developed Model will help employees to become more aware of their abilities and return to the labour market soon, after leaving their previous job. The Model can be used by career guidance providers for organizations and employers, career counsellors, and companies providing outplacement services.
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Park, Kihong. "An Analysis of Employment Effects of Military Outplacement Services." Journal of Economic Studies 39, no. 2 (May 31, 2021): 259–77. http://dx.doi.org/10.30776/jes.39.2.13.

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Davy, Jeanette A., Joe S. Anderson, and Nicholas Dimarco. "Outcome comparisons of formal outplacement services and informal support." Human Resource Development Quarterly 6, no. 3 (1995): 275–88. http://dx.doi.org/10.1002/hrdq.3920060306.

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PAPALIA, ANTHONY S., SHEILA DAI, and PATRICK DEVINE. "An Educational and Industrial Partnership in the Delivery of Outplacement Services." Vocational Guidance Quarterly 34, no. 3 (March 1986): 197–203. http://dx.doi.org/10.1002/j.2164-585x.1986.tb01123.x.

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Tissot, Florian. "A migration industry for skilled migrants: the case of relocation services." Migration Letters 15, no. 4 (September 30, 2018): 545–59. http://dx.doi.org/10.33182/ml.v15i4.4.

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The aim of this article is to clarify the role of the organisations that support skilled migrants after a relocation, using the analytical concept of migration industry. The concept is used as a tool to explore the gap between the macro and the micro levels and by that stresses the crucial meso-level when it comes to conceptualizing (skilled) migration. I use 30 semi-directive interviews with skilled migrants and six interviews with key informants in the migration industry as a basis for the analysis, leading me to distinguish three main services at the heart of this industry. Each service is covered by distinct private actors: the basic needs of the family by relocation offices, the education of the children by international schools, and the careers of the partner by outplacement agencies.
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Dissertations / Theses on the topic "Outplacement services"

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Guion, Lindblom Maria June. "Analysis of company's loss control perceptions of workers' compensation costs and outplacement services." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003guionm.pdf.

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Bingen, Aline. "Licenciements collectifs et reconversion de la main-d'oeuvre: le cas des cellules de reconversion wallonnes." Doctoral thesis, Universite Libre de Bruxelles, 2012. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/209763.

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Aline Bingen a fait le pari de tenter de comprendre ce que c’est que de perdre son emploi à la suite de restructurations ou de fermetures, en étudiant des cellules de reconversion, les mesures d’accompagnement des salariés licenciés, et en s’intéressant aux trajectoires sociales et professionnelles d’une vingtaine d’entre eux.

La question qui la préoccupe est notamment celle du devenir des collectifs. Question très pertinente quand on sait à quel point les collectifs de salariés jouent un rôle décisif non seulement pour l’élaboration de savoirs pratiques constitutifs du travail réel (par opposition au travail prescrit), mais aussi pour donner du sens au travail, lui redonner de la dignité et apprivoiser les pénibilités liées aux conditions dans lesquelles il se déroule. Les collectifs gèrent à leur façon le mal-être au travail et l’interprètent à travers le prisme d’une morale et de valeurs en lien avec les enjeux économiques et politiques de la société.

La perte d’emploi, la nécessité de se former pour retrouver du travail précipite les salariés dans une situation particulièrement périlleuse pour eux, précisément parce qu’ils sont confrontés de façon personnalisée, hors de tout collectif, à l’épreuve du reclassement.

Comment cela se joue-t-il concrètement ?C’est ce que Aline Bingen cherche à analyser dans sa thèse à partir d’observations et d’entretiens approfondis. Du moins dans la deuxième partie de sa thèse, car elle consacre la première à un retour sur les politiques publiques au niveau fédéral, pour identifier les empreintes de « l’Etat social actif » depuis les années 60 en matière d’accompagnement des licenciements collectifs, et plus particulièrement en région wallonne depuis les années 70.

Dans cette première partie, on peut féliciter l’auteure pour l’ampleur de ses recherches et sa volonté d’exhaustivité. Il y a là un travail dont on peut penser qu’il sera fort utile pour tous ceux qui sont intéressés par cette question du rôle de pouvoirs publics dans la gestion des reconversions des fermetures et des licenciements collectifs. On découvre la tendance inexorable vers plus d’individualisation et de mise sous condition de l’accès aux droits sociaux.

La deuxième partie quant à elle révèle les qualités d’Aline Bingen en tant que chercheure de terrain, son respect des personnes interviewées, la qualité de son écoute, la finesse de ses interprétations, la confiance qu’elle obtient des ces personnes pourtant en situation difficile. Les larges extraits qu’elle offre au lecteur, et qui témoignent de sa volonté de ne pas imposer d’analyses trop abruptes et rapides, sont absolument passionnants. Ils permettent d’avancer dans la compréhension des enjeux, des difficultés, des épreuves qui scandent le parcours de ces travailleurs licenciés et aux prises avec les dispositifs institutionnels de reclassement mais aussi des ressources de différentes natures dont ils disposent et parmi lesquelles figurent notamment les délégués syndicaux. Mais ils permettent aussi en contrepoint de comprendre ce qui faisait que ces travailleurs tenaient à leur travail et tenaient au travail. De comprendre l’importance des règles du jeu qui les liaient à leur entreprise, à leur employeur et qui volent en éclat au moment où il s’agit de préparer les licenciements. Une fois dehors de l’entreprise à la suite d’événements qui les renvoient à leur situation de salariés liés par le seul biais d’un contrat salarial de subordination juridique, l’idée d’un retour dans une entreprise de même nature leur paraît insoutenable.

Cette deuxième partie riche, originale et dense, fait un pendant particulièrement efficace à la première qui est de nature plus abstraite et plus informative. Ensemble, elles construisent un parcours de recherche qui témoignent des qualités de chercheure d’Aline Bingen.
Doctorat en Sciences politiques et sociales
info:eu-repo/semantics/nonPublished

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Pacheco, Razuri David Alonso, and Alexander Zöttl. "Consulting Report – Bigmond S.A.C. Outplacement Service Business Plan." Master's thesis, Pontificia Universidad Católica del Perú, 2020. http://hdl.handle.net/20.500.12404/17656.

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The opportunity of no massified digital outplacement service for individuals currently offered in the market is receiving considerable additional attention due to the COVID-19 pandemic. This paper emphasizes on identifying and analyzing if the opportunity is relevant for the Peruvian market and, furthermore, establishes a concept for Bigmond to investigate if this opportunity is exploitable. Literature has shown that the labor market is experiencing a complete change because of digitalization. By conducting qualitative and quantitative analysis on existing practices in the outplacement industry worldwide, plus, by evaluating the potential of the target country and Bigmond through the PESTEL and AMOFHIT framework, dark areas of information on how to offer outplacement services properly have been illuminated. Research emphasizes the importance of the satisfaction of end-clients through personal decision-making, individualization and communication in the outplacement service. Additionally, outplacement agencies act as supportive bridge between employer and employee, especially in emergency situations, such as COVID-19. Hence, it is advisable to provide a differentiated service that, rather than offering the outplacement service itself, will allow individuals to connect with companies, mentors, and coaches during their journey of unemployment.
Bigmond es una firma de servicios profesionales ubicada en Lima, Perú. La especialidad de la empresa es la búsqueda de altos ejecutivos, la consultoría en recursos humanos y otros servicios complementarios. Por otro lado, Bigmond es una empresa que tiene la responsabilidad social entre sus prioridades, en especial la lucha contra la discriminación y desigualdad. Por tal motivo, el reciente incremento del desempleo es una situación que significa una oportunidad, no solo de incrementar la cartera de servicios de Bigmond, sino de tener un impacto importante en la sociedad peruana. Por ello, la empresa se ha propuesto innovar en el negocio de la recolocación de trabajadores, mejor conocido como outplacement. Con el objetivo de innovar en este servicio, se inició analizando los factores internos y externos de la empresa, para lo cual se utilizó la matriz de AMOFHIT y las cinco fuerzas de Porter. Luego de ello, se recabaron fuentes relacionadas al servicio de recolocación en general, al involucramiento de la digitalización en el empleo y a las mejores prácticas mundiales en la prestación de servicios de recolocación. El resultado de esta investigación fue la conclusión de que el servicio de recolocación no es diferente en esencia entre los distintos proveedores; sin embargo, no ha sido difundido masivamente entre los principales beneficiarios, que son las personas que buscan activamente un trabajo. Por ello, la propuesta del presente trabajo es generar un servicio de intermediación entre los individuos que buscan un trabajo, los proveedores del servicio y las empresas que buscan reclutar talento. El resultado esperado de esta implementación es que Bigmond ingrese al mercado de recolocación de personal en una posición de intermediario y con un servicio innovador que se enfoque en lo que la gente realmente espera de este servicio: conseguir un trabajo. Por ello, este proyecto ayuda a la realización de metas de Bigmond, tanto en el aspecto económico como en el aspecto social, que es una parte importante de su misión.
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Farinha, Jo-Ann. "Involuntary job loss and outplacement: an exploratory study of related attitudes, perceptions and reactions." Thesis, 1995. http://hdl.handle.net/10539/23006.

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Dissertation submitted to the Faculty of Arts, University of the Witwatersrand, Johannesburg, in partial fulfilment for the degree of Master of Arts (Industrial Psychology) Johannesburg 1995
The present research investigates the experience of involuntary job loss in a sample of white-collar workers. In addition, their perceptions of', and attitudes towards a preventive intervention, namely, outplacement, is explored. A review of the current literature on job loss and secondary formal interventions is discussed, which provides the basis for the present study. Findings support previous research, in addition to raising certain issues and providing suggestions which result in an expansion of present knowledge with regard to Outplacement.
MT2017
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Books on the topic "Outplacement services"

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Bureau of National Affairs (Washington, D.C.), ed. Severance benefits and outplacement services. [Washington, D.C.]: Bureau of National Affairs, 1986.

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Bureau of National Affairs (Washington, D.C.), ed. Severance benefits and outplacement services. Washington, D.C: Bureau of National Affairs, 1986.

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White, Anthony G. Outplacement personnel services: A selected bibliography. Monticello, Ill., USA: Vance Bibliographies, 1987.

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Rossi, Cinzia. Outplacement: Perdita del lavoro e riorientamento della carriera. Milano, Italy: F. Angeli, 1996.

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Małachowski, Witold. Outplacement jako narzędzie zarządzania zasobami ludzkimi. Warszawa: Orgmasz, 2006.

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Stoebe, Fritz. Outplacement: Manager zwischen Trennung und Neuanfang. Frankfurt: Campus Verlag, 1993.

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Sauer, Mechthild. Outplacement-Beratung: Konzeption und organisatorische Gestaltung. Wiesbaden: Gabler, 1991.

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Feeney, David. The practice of outplacement in Ireland. Dublin: University College Dublin, 1995.

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Kuchenbecker, Klaus-Joachim. Outplacement und Transfergesellschaft: Grundlagen, Chancen, Perspektiven. Berlin: VDM Verlag Dr. Müller, 2005.

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Thomas, Kieselbach, ed. Social convoy in enterprise restructuring: Concepts, instruments and views of social actors in Europe. München: Hampp, 2006.

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Book chapters on the topic "Outplacement services"

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Urbaniak, Bogusława. "Employment and Outplacement Services." In Encyclopedia of Gerontology and Population Aging, 1–7. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-69892-2_186-1.

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Urbaniak, Bogusława. "Employment and Outplacement Services." In Encyclopedia of Gerontology and Population Aging, 1631–37. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-22009-9_186.

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von Bredow, Jochen. "Outplacement-Service löst Positionswechsel im Management konfliktfrei, einvernehmlich und fair." In Personalmanagement in der Praxis, 130–36. Wiesbaden: Gabler Verlag, 1991. http://dx.doi.org/10.1007/978-3-322-86053-8_18.

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Vodianka, Liubov, and Natalia Stakhova. "DEVELOPMENT OF THE OUTPLACEMENT SYSTEM AS AN INNOATIVE METHOD OF HR TECHNOLOGIES." In ANTI-CRISIS MANAGEMENT: GLOBAL TRENDS AND NATIONAL PECULIARITIES. Publishing House “Baltija Publishing”, 2022. http://dx.doi.org/10.30525/978-9934-26-275-3-5.

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In the conditions of an economic crisis, when production v olumes decrease and, as a result, the profit of enterprises decreases, the problem of reducing the number of personnel becomes quite acute. But when dismissing his employees, the employer must remember the responsibility he assumed when hiring staff, namely the social responsibility for the employees of his enterprise. In this situation, the company can quite easily get rid of the image of an attractive employer and a reliable partner, and can, on the contrary, strengthen its authority. Therefore, the popularity of such recruiting services as outplacement, which involves legal assistance, psychological support, and the search for an adequate position, which contribute to further employment of the dismissed employee, has recently increased abroad. In Ukraine, outplacement of personnel is in the formative phase. The specific weight of enterprises that use it in the total number of enterprises in Ukraine is insignificant. Considering the above-mentioned aspects, the topic of the scientific work is relevant and timely for research. The category "outplacement of personnel" was studied due to the systematization of the views of famous scientists and their additions. Based on the analysis of literary sources, the list and content of the stages of personnel outplacement were clarified. Based on the studied foreign experience, the authors proposed a list of directions for the development of the personnel outplacement system in Ukraine. An analysis of the personnel security of Ukrainian industries was conducted and it was found that the specific weight of employees who, after being released, turned to their employer for job search issues is extremely small (5.9%). The technology for the development of the personnel outplacement system consisting of 7 stages is proposed. The list of tasks that must be solved within the framework of the outplacement program has been systematized. The social efficiency of the proposed measures was determined.
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