Unit 3 Contd..Outplacement Services & Job Rotation

Outplacement services refer to assistance provided by companies to recently laid-off employees to help them search for new jobs. Some companies work with outplacement agencies that locate new employment opportunities. Outplacement typically includes career counseling, resume and cover letter development, job search training and advice, and is paid for by the downsizing company for a limited time.

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Unit 3 Contd..Outplacement Services & Job Rotation

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Gabriel Belmonte

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The process of a company assisting recently terminated

employees with searching for other employment

opportunities.
Some of these companies work with particular outplacement
agencies that locate news jobs for the laid off employees.
Outplacement services are typically only provided for a
certain amount of time and are not required to be offered
by the company. Outplacements services are paid for by the
downsizing company
A severance package that covers two weeks, or more,
of pay for each year that an employee worked and
continuation of benefits for a period of time are the
most common severance package components.
Outplacement normally consists of individual or
group career counseling and advising. Since many
laid off employees are unfamiliar with current job
searching techniques, training in job searching is
provided.
Outplacement firms help develop resumes and cover
letters and even apply for jobs for individuals.
Outplacement firms also provide job leads and
follow-up counseling and advice.
Refers to models for continuing education and training
where the unemployed are systematically trained and
educated to substitute for employed workers while they
go into further education and training. A job design
technique in which employees are moved between two or
more jobs in a planned manner.
The objective is to expose the employees to different
experiences and wider variety of skills to enhance job
satisfaction and to cross-train them.
Many studies have identified a variety of benefits from
implementing job rotation including:
• Reduced exposure to focused physical demands of one
job.
• Reduced physiological stress, strain, and fatigue to
muscle group used for one job.
• Reduces employee exposure to high-risk job
demands.
• Reduced MSD incidents and severity.
• Increased innovation and improved work process
efficiency.
• Improves employee skill base and increases job
assignment flexibility over time.
• Reduced boredom and complacency.
• Increased productivity & quality.
• Reduced absenteeism & turnover.
Why Develop Job Rotation Creating a Win Win Win
• Promotion of company competitiveness: Meets company training
needs, Improves qualifications/skills of employees, Further motivates
the work force, Core element of sound staff development, Helps
develop an adaptable and skilled workforce, Helps companies to avoid
loss of production during periods of training
• As An Active Labour Market Tool: Provides training and
qualifications for unemployed persons, Brings unemployed persons
closer to the labour market, Provides training & further
qualifications for employees – strengthening their position in the
labour market, Can prevent bottlenecks occurring in employment
sectors
• Model of Social Partnership in Practice: Job Rotation demands close
co-operation between employers, trade unions, training institutions,
unemployment centres/organisations, local employment services and
welfare services

Job Rotation increases understanding between social partners

Job Rotation can act as a catalyst to promote further innovative ways of co-
operating in partnership
EMPLOYEE TURNOVER
Process in which employee leave an organization and
have to be replaced.

IMPACT OF TURNOVER
Inability to achieve business goals
Loss of image to attract other individuals
High cost of turnover or replacement
Churn- having new workers while trying off others
TYPES OF TURNOVER
Involuntary-Layoffs
Voluntary-leaving for personal reasons
Functional-Retirement
Dysfunctional-fired
Controllable-Downsizing
Uncontrollable-Personal Reasons
Employee
Turnover & Retention
(Meaning, Types, Ways to Retain)

Voluntary- Employee decides

Involuntary- Organization decides
Controllable-reasons of leaving is within the control of
organization and superior & HR Dept. can do something
about it.
Uncontrollable- reasons are beyond the control of an
organization or its HR department.
• Continuous reward and recognition scheme
• Providing challenging work opportunity
• Professional management
• Continuous appraisal system
• Proactive survey and stay interviews
• Competitive pay package
• Be a great place to work
• Contemporary HR practices
• Retirement benefits
• Loyalty benefits
• Internal Promotions and Job Rotations
• Cafeteria Approach to HR policies
• Opportunity to learn and grow
• Individual career planning and development
• Opportunity for work life balance