The Changing Outplacement Process: New Methods and Opportunities for Transition Management

By John L. Meyer; Carolyn C. Shadle | Go to book overview

Introduction

What is outplacement? It is the name used for a career counseling and consulting service that has come to have wide use. However, the term is for some an unfortunate misnomer with negative connotations of being placed "out" of the job market. For others, it carries misleading expectations--that the service will "place" its candidates in new jobs. But it is not a placement service and does not guarantee reemployment.

Today many prefer the term transition counseling, since it captures the essence of the process. It confirms the on-going development of an employee's life and emphasizes continuity rather than disruption. It also suggests a service that addresses change and is useful to the employer and the employee. Still others have come to use the term relocation counseling, which suggests movement from a particular place of employment to a new opportunity, or restructuring consultation, which represents service offered employers who are undergoing workforce changes. All of these terms refer to the process of assisting both businesses and terminated employees. Assistance usually begins the moment the corporation has made the decision to fire an employee; it provides support people need to find another job, become self-employed, or retired; and it consults with corporations in the midst of their own internal transitions.

We have coined the acronym OTR as a synonym for outplacement, transition, relocation counseling for employees; when focusing on the employer, outplacement, transition, restructuring consulting. Our term is intended to be inclusive of the many aspects of the process--consulting, counseling, coaching, instructing, and helping employers and employees before, during, and after employment changes. It refers to a multifaceted service and the industry that has been spawned to deliver the service.

-xvii-

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The Changing Outplacement Process: New Methods and Opportunities for Transition Management
Table of contents

Table of contents

  • Title Page iii
  • Contents v
  • Figures and Tables vii
  • Foreword ix
  • Preface xi
  • Acknowledgments xiii
  • Introduction xvii
  • Note xix
  • Part I The New Careerism 1
  • 1: The Turbulent World of Work 3
  • Notes 16
  • 2: When the Employee Is Outplaced 19
  • 3: The Ripple Effect 27
  • Part II The New Outplacement Process 41
  • Part II the New Outplacement Process 43
  • Notes 50
  • 5: Getting Terminated Employees Started 51
  • Notes 62
  • Career Decision Making 95
  • Notes 101
  • Notes 123
  • 13: Networking 131
  • Notes 143
  • 14: Employment Interviewing 145
  • Notes 167
  • Part III The OTR Process and Its Industry 169
  • Part III the Otr Process and Its Industry 171
  • Notes 183
  • 16: The New Otr Process and the New Careerism 185
  • Notes 196
  • Notes 199
  • Notes 221
  • Notes 221
  • 18: Challenges and Responses 225
  • 19: Choosing Wisely 247
  • Notes 263
  • Appendix A Historical Perspective 265
  • Notes 266
  • Appendix B Chronology of the Outplacement Profession 267
  • Appendix C Career Transition Resources 271
  • Appendix D Reemployment Act of 1994 275
  • Selected Bibliography 277
  • Index 283
  • About the Authors 291
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