A recent report, in Human Resources Magazine (March, 2004) noted that
“outplacement consulting and career transition services were once offered
only in large organizations, and these services are now a standard of
management practice in organizations of all sizes and are provided to employees
of all levels.”
Based on interviews with more than 1,200 HR executives in North America, the
report found that 78 percent believe that outplacement consulting and career
transition services improve the organization's internal and external image.
Seventy-two percent said these services help reduce litigation.
Two-thirds of HR leaders said outplacement assistance reduces stress on managers
responsible for implementing organizational changes; nearly as many HR
professionals said these services provide a good return on investment; and 59
percent said outplacement efforts improve the morale of remaining employees.
“HR professionals develop comprehensive outplacement and career transition
strategies for multiple reasons, starting with the genuine desire to treat
their former employees with dignity and assist them in continuing their
career,” says the report.
In addition, it says, HR leaders “recognize that, by providing effective
support for departing employees, they reap dividends that go far beyond simply
avoiding reprisals and lawsuits. A well-managed workforce change can maintain
or even strengthen employee, community and investor relations. It is also key
to ensuring high morale, productivity and retention among remaining
employees.”