Outplacement Service in India FAQ’s: Part-2

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This article is the continuation of our Outplacement Service in India FAQ’s, where we have covered 17 outplacement questions and answers and now in this article, will cover some more questions on Outplacement.

18.How outplacement program provides coaching and psychological support to laid-off employees?

Ans: In outplacement program, selecting a right coach is a significant part to perform. The coach must have the ability to understand the market, job roles and opportunities for various skilled employees. So that it may assist the laid-off employee in taking the right direction in achieving their goals.

19.What’s the role of the union in executing outplacement activity?

Ans: An outplacement is a good tool as part of the union negotiations and it can reduce the intensity of dissatisfaction during the process.

20.In India, is there any organization that takes outplacement as a separate HR function?

Ans: No, not yet. Outplacement is an integral part of HR function management. The Purchase department assists in managing the vendor relationship in association with HR. Line and top management take these two functions into confidence along with their leadership team to carry out such outplacement activities.

21.What’s the relationship between the cross-skill training and outplacement?

Ans: In outplacement, we provide complete assistance to the coachee to identify their abilities, reusable skills and also upgrade their skills for better positioning in the market. In cross-skill training, training is provided based on the demand for skills needed for a specific position. Cross skill training is the part of the outplacement process.

22.Who are the pioneer vendors in outplacement service?

Ans: Throughout the world, there are three companies that are competing for outplacement service: Career Star Group (Husys is associated with them), ManPower-Right Management and Addecco-LHH. In India, Husys is the only company, who is sharing its outplacement experience with HR fraternity through various forums formally. Husys started an outplacement program first in Hyderabad with about 125 people and the same has been addressed by Mr. Owen Morgan from Penna Plc. UK.

23.Is outplacement a mandatory service for organizations or its voluntary?

Ans: Outplacement is the voluntary service, during the transition phase of organization, this service is provided to the employees by the management as part of their management decision. But redundancy is a mandatory business function.

24.In which type of industry, outplacement services are provided mostly?

Ans: Worldwide, outplacement services are appreciated and started opting outplacement service as part of their business process. When comes to India, the metrics are used internally by companies and much detail is not shared outside. Because of that, we don’t have much comparison as of now. To our knowledge, We did outplacement service in industries like- Pharma, BPO, Internet-based, Manufacturing & Financial Services.

25.What is the process that outplacement best industry follows, that one can follow?

Ans: We would like to explain this outplacement process through a graph. This is more relevant to understand, identify and support during these phases to the laid-off employees.

A model explained by Kubler-Ross Change Curve

Outplacement Service in India FAQ’s: Part-2

The type of support provided to the employees varies based on their level of people, the complexity of job and demand of skills in the external job market.

Deep understanding of outplacement process and its impact on organization and employee will help to build a better outcome.

26.What is the actual time frame followed for executing the complete outplacement process?

Ans: Usually, the organization finalized one vendor for the long-term contract with feasible programs, whenever they actually may need. The contract tenure will usually vary in between 3-5 years. Also, there may be customization at the time of utilization based on conditions. The outplacement program duration may vary between 1, 2, 3, 6, 12, 18 months based on the level of positions and complexities of the role. It can be a virtual support or interaction based personnel for some hours.

27.What are the challenges you may face in outplacement services when dealing with salary, level/designation aspirations of the coachee?

Ans: Generally, the outplacement work begins with the analysis of the skills, then planning to apply a role to negotiations with companies. Carefully assessing the organization opportunities and comparing with the coachee skills, whether it suits for them and also to the organization, would decide the outcome.

It merely depends on the type of support from the coach, to take right decision would define the outcome. For Eg. Not doing Level or salary negotiations with HR but only with the recruiting manager. Or going with the list of profiles will create boundaries for opting a position.

There are some cases, where the competition of the job market is high, we need to discuss with the coachee- Initially, it will be hard for them to accept the reality later knowing the competition of the market they may accept.

Also, there are some cases where the coachee needs to place in the small organization from the big organization. With better position than they have in a big organization with the equity of the company, which is a huge plus.

28.Where can outplacement service be considered at the top level or middle level too?

Ans: The outplacement service can be considered irrespective of the level. But the only difference is the type of intensity differs at each level. Because the job market at lower levels is easy whereas at the senior level is tough. Usually, the program may be 1-3 months for the lower levels, 3-6 months for the mid/ senior levels, and in the case of CXO levels, it may advise for 6-18 months.

29.How well is the outplacement service is practiced across industries?

Ans: We can’t predict the exact outcome of outplacement services practiced in industries because this is carried out in both formal and informal ways of handling outplacement based on the availability of HR experts in the organization.

30.How Will Outplacement impact the HR professionals?

Ans: The main focus of outplacement is to help individuals in their career transition from present to future. You can also consider it as the service for the career transition of an employee.

31.How can one approach organization for opting outplacement service to their employees?

Ans: Outplacement service has various benefits, by focusing on those will be of use, while discussing with management. The firm with outplacement service depicts, how much they care about their employees, even if they no longer needed in organizations. Outplacement beneficial for both employees and organizations. For employees, they will get the best option to improve their skills and opt for better career option and for an organization they can build their brand easily. Employee love to work this type of organization, as outplacement also provides the facility to come back to the same firm when organization attains the stability. The employee feels secured to work in this type of organization and they also refer other people to seek jobs in this organization.

32.Is outplacement benefits are applied to the blue collar employees?

Ans: No not yet, However, we would implement the strategies to support them. However, we managed many junior level positions in India.

33.How is your experience with outplacement in Pharma organization?

Ans: We have done outplacement for large giant for about 168 people. We have also done 500 outplacement's from last 2 years. Some more we did in groups, which may be more in the count at lower levels of teams.

34.What is the case, if the employee wants to exit from the organization much before his outplacement happen?

Ans: The exit of an employee from an organization might cause for any reason like a change in plan for jobs, personal reasons or some reasons which are not in control of the organization. Also, it’s the choice and can be successful with the interest & participation of the employee.

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