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• W193479904 abstract "Outplacement, a growing phenomenon in today's business world where downsizing common, has not become accepted in the public relations industry. Practitioners in most Fortune 500 corporations are entitled to it as a function of broader-based company-paid benefit plans. Their colleagues in public relations firms, however, do not typically enjoy the benefits of outplacement because, as one frequently hears, paying for outplacement services just not an accepted of the PR culture. Regardless of your organization's position, outplacement and the techniques it employs reduce company expenses and help people find new jobs. Outplacement a corporate service designed to help companies manage separations and employees manage career transition. Nine out of 10 of the top 50 Fortune 500 companies provide some form of out-placement service for terminated employees, according to a recent study by Right Associates, an outplacement and career management firm. outplacement industry billed more than $555 million in 1990, according to Executive Recruiter News, an industry newsletter published in Fitzwilliam, NH. role of the outplacement consultant part of a triangular relationship with management and the affected (terminated) employee, said Don Davis, one of the founders of outplacement in the late 1960s. The relationship, he added, is worthwhile in that the consultant able to keep the company's interests and the ex-employee's interests on parallel paths that never cross. That also explains why external firms and services are usually preferred to in-house outplacement programs. Separation not a black mark Outplacement consultants work with line and staff managers long before a separation takes place, and continue to do so long after the employee leaves the organization. (See box, page 31.) Professional counselors work with the separated employee from the moment of separation to a predetermined point in time, depending upon the agreed level of service. Program content depends on what the company willing to pay for and what the employee needs. Outplacement works best when management, the separating employee and the employees remaining behind work together to create a smooth transition. Under normal circumstances management needs to recognize the individual's separation does not necessarily mean a black mark. In the 1990s, separation will often be a necessary business decision. individual needs the support of the company, especially where references are concerned. people left behind need to know from their management what they can do to effectively support the terminated employee. …" @default.
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• W193479904 title "Preparing for Job Separation" @default.
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