Understanding the concerns of workers and reach a compromise and a good discipline on the part of these, result in overall benefits for a company

Many times we are surprised when we hear that someone has been removed from his job. The reasons may be many, by company policy or because the commitment or discipline the worker were not the best.

We will therefore the issue of how a company must give fair treatment to their workers and how they should build commitment and follow a discipline to avoid further frustration.

HOW TO MAKE A COMMITMENT BY THE EMPLOYEE

Most normal for each of us is when we need to express or feel something. From here the idea of fair treatment within a company, as listening to concerns or suggestions, you can achieve a climate of confidence to be communication between employees and senior management.

As a first step, an employee can express concerns or complaints. You can claim that the office lighting is bad, that the treatment of some leaders is not the best or the soft drink vending machine does not work.

Then, you can express your opinion about the company, the management or daily living within a company. You can agree or disagree with some policies or strategies, you can say you are satisfied with your boss or the work environment should be improved.

Of course, all these concerns and views must reach the top management and this must find their causes and make an action plan to find possible solutions to problems. If a boss has a good reputation, talk to him and find out what is happening or, on the other hand, hire someone to replace those old light bulbs that no longer serve for anything.

FAIR TREATMENT AND DISCIPLINE OF EMPLOYEE

It is absolutely necessary to feel well treated. If we are, our motivation increases and this will develop a better way a particular work. If we notice that our boss is interested in knowing how we are, what we have or we have doubts in mind to make decisions, our commitment to the company will be much greater and will work better.

A committed and disciplined workers do a better job and make a company has in him a staunch ally for its future success.

For this reason, a company must issue rules to follow depending on their performance, there will be a prize or a punishment and as expected, there must be fairness in the justice issue, ie should not deceive the employee and discipline of the best.

We come now to the issue that started this article: redundancy. This is defined as the involuntary termination of employment of a worker and is the most drastic step that an employer can take to detect a fault in the discipline of an employee.

There are many causes for dismissal. You can give to find that an employee has not had a satisfactory performance, has failed to work, arrive late or just the proposed goals have been reached by the lack of commitment of the person.

It may also be employee misconduct in the absence of the rules of the company. This is when it is discovered to be stolen, promotes bad weather in the company or were insubordinate and not just accept being addressed, challenges the company policy, ignore the instructions of the chief or his lack of respect is unbearable.

It is the task of the company therefore verify that employees fulfill their obligations and to feel comfortable and committed to the organization. Only then will achieve profits, along with good discipline, will make a company successful internally that will subsequently be reflected undoubtedly outside of it.

Many times the desire to get a job, mistakes are made at time of interview. A lot of confidence and good attitude are the remedy to get away with this time

The vast majority of us (not all) once we have presented an interview when we get to work. We feel a bit anxious when the time is about to arrive and we know that that conversation will be a very important point of analysis for a company to select its future employees.

For a company, choose the best prospects is not easy. In societies like ours where unemployment levels are alarming and skills to achieve a good job are closely contested, the interview becomes for human resource managers in a very efficient alternative to distinguish the good candidates from bad ones.

Remember how we prepare in the past when we went to this appointment. We always wore a good suit or dress and tried it our physical appearance was the best (men’s beard and we afeitábamos women applied makeup very sober). But it was important not only good personal presentation, attitude and self-confidence are prerequisites to meet this time.

In general, we recommend that an applicant is aware, before presenting the interview, about the company as such. Its functions, its importance in the market and the industry in which “moves” the company. If at some point the interviewer asks aspects of the company, the interviewee will have a solid basis for talks on topics specific to the organization.

However, not all good will of the individual to talk and talk for long about the company. For the person who commands the interview, this will seem a sign that the candidate is very pretentious and the rating will not be very favorable, as the respondent’s behavior was not the best.

Key success factors most important at the time of an interview is to be honest with the person you speak and to ourselves

Always display a positive attitude at the time of the talk. It should be noted on the applicant’s willingness to make things right, of course, without talking too much because the interviewer could be overwhelmed by so many words and boring if they are not very constructive. Moreover, this could be interpreted as evidence of insecurity and little discretion, issues not usually much to please the interviewers.

Good presentation, excellent performance and knowledge of the post you want to occupy. Unavoidable step to success in an interview

Going back a little to the item of clothing, it is good that the one used at the time of the interview, go in accordance with the applicant. That is, is not artificial because it will be noticed immediately. Must be to the liking of the person wearing it and especially not display discomfort or distress by using, for example, very high heels or a tie tight around his neck.

Now when the moment has passed, not a bad idea to call the company where the interview took place, and inquire about the fate with which they ran in that race. Of course it is not advisable to contact the company many times in a short time, because this will be the candidate as a sign of desperation and thus a bad image that does not give them access to the position sought.

But the recommendations are not just for the interviewee. The interviewer must strive for the talk is entertaining, constructive and above all, to help you discover what you really want to know the interviewee. You must make a strategy where the interview so you can lead to the site you want and sample the reactions of the applicant at any time.

The interviewer will also assess the applicant does not take long to answer but do not rush in, ask for explanation of a question if you have any questions and inquire a little more about the job and requested the company as such. This will signal that the interviewee is really interested in working in the company and help in any way that you can if you access the vacancy.

The most important thing at the time of an interview is to be honest with the person you speak and with ourselves. Only then can we be sure that the site is going to work, we can develop our full potential and always feel good with our activities to achieve our goals.

Just as any strategy that is implemented in the company should have a follow-up, new employee orientation should also have it. This is to refresh some ideas or directions that might have forgotten the person and fill these “gaps” of information that can go against the good intention with which the new work began.

To show a new employee the work to be performed and the colleagues with whom to be treated, are functions to be carried out by the personnel department or a supervisor, with an excellent career guidance program.

Most normal when we are rookies in any activity that we feel a bit misplaced and in some situations so scared. Within a company, orientation programs that apply to a new employee should be focused to calm their anxiety and inserting the best mate has just arrived. Next we will give an explanation of how these programs can be implemented and its benefits for both the employee and the company in general.

First, the formal program guidance should be implemented by the personnel department or the supervisor of the area where the individual has reached. Likewise, there are global issues and others of interest. For example, when being treated on the history of the company, its physical and organizational structure, etc., These issues relate to all staff.

Now when dealing with issues of specific interest as functions and duties in the job description and its objectives, etc., These issues will be addressed individually. Here, the supervisor should disclose the new employee, the environment in which it will develop, the people with whom to work and will treat both the department and from others. You will be given specific information about work, safety requirements, job location, etc..

However, there may be problems in the time to target the new co-worker. Sometimes, supervisors responsible for this activity, simply for lack of effort or because they are occupied, no good future workers to advise the department, creating uncertainty in the individual sense of abandonment and lack of support. To avoid this, it is highly recommended to the supervisor to assign certain tasks to be performed and then review their performance.

Many times, complementing the process of integrating the new employee is assigned a partner who will guide you through the entire department, shall submit with their future partners, will accompany him at lunch, answer your questions, which begin in cultural or sports activities, etc. This is done so that there is greater acceptance of the new status of both the employee and staff who have contact with.

As mentioned, this is only a supplement to the work to be done personally by the supervisor. This should come in contact with his new subordinate, creating a climate of trust that will be very favorable to avoid future problems. Not surprisingly, however, that over time the individual prefers to be with peers and cool a little relationship with his immediate boss.

Make the new employee does not feel helpless and not knowing what to do, are important objectives of career guidance.

For that adaptation takes place in the best way, both the personnel department as the supervisor, should Tend because the newcomer is not overwhelmed with lots of information that may cause confusion or misunderstandings should be avoided invaded display by questionnaires or forms to fill and never be asked to do jobs in which the chances of failure are high, or where not prepared to achieve success.

This guidance, therefore, should be gradual so that little by little the new employee become familiar with their surroundings and their peers and not be so traumatic insertion of the new style of work and life. To avoid failure, it is best put in the situation of the person and ensure that there is good understanding of what is expected to meet the future co-worker.

The benefits of good implementation of the orientation program include reducing the level of anxiety and de location attaching to the person before the new work situation, which will involve work to be executed in a better shape and needed steadily away from the attention of the supervisor and, of course, the likelihood of a waiver or abandonment of the post will be minimal.

Just as any strategy that is implemented in the company should have a follow-up, new employee orientation should also have it. This is to refresh some ideas or directions that might have forgotten the person and fill these “gaps” of information that can go against the good intention with which the new work began.

To know what are the issues where further explanation is required, it should ask the employee in a format that describes your opinion about the orientation program and its possible flaws, this in order to avoid future failures in other programs will implement. However, the most effective method is to have personal contact with the supervisor and directly expose the doubts and the possibility that this new knowledge also evaluate the employee.

Most importantly

The most important of these targeting strategies, it is because individuals Tend novices understand the government’s work to be undertaken and to minimize errors. Only then will he a future commitment to the company and the work environment throughout the organization will be the ideal

Know what can bring a candidate to work in a company not only in knowledge but in commitment and attitude, is one of the functions of the new resume “emotional”

At the time of seeking a job, resume or CV, is one of the tools used by a company to recruit staff and find the best prospects.

Then, we will provide some recommendations for this “map” of our life is very helpful when we ask a chance to work.

In a previous article, we talked about the importance of emotional intelligence in today’s workplace. We expressed that most companies want to hire new staff to be based less on their knowledge but the ability to understand your co-workers and foster a positive work environment where there are no fights and the work flows better. For a company, individuals have committed, optimistic, cheerful and responsible to generate an excellent working environment, is of paramount importance.

For this reason, the road of life can not be excluded from the current organizational trends and should help to provide insight emotionally future employees of a company. Previously, HR managers looking for high skilled people why the resume of the candidates was limited only to review the personal data (name, age, sex, etc.), Their educational level (bachelor, professional, etc. .) and experience in old charges. Now, what is sought, rather than genius, are people with exceptional human qualities.

It is clear that the level of knowledge is an important factor when looking for staff, but it is undeniable that more and more companies want to know that side “human” in their future employees.

Here, we review the characteristics that you must have a resume and will allow our emotional side is known and valued by a company. First, it should be placed personal data and studies that have. This is something that should always appear and does not change anything about the traditional way that has been used previously. That is, you should see the name, telephone numbers where the applicant can be reached, date of birth, etc.. As well as courses taken and degrees earned.

When standards are not met or are violated, it commits an act of indiscipline. Within a company, management must take action to allow a correct behavior by all its members, ie, always comply with internal rules that are established in advance.

It is time to change the boring old resume where they show other characteristics that define our personality.

This will give the charge of recruitment, an idea of the capabilities and achievements of the applicant, and the degree of acceptance and commitment towards work.

Do not forget also point out why you are looking for a new job, if the individual is working or the reasons for his departure if it is not working. As a third point, should identify the languages that dominate and hobbies or hobbies that take. If you traveled to another country to perfect a language, this should be recorded in the resume, and hobbies and tastes and this will give an idea of the individual’s personality, their interests in sports, use of leisure time , etc.

With all this, you will have a great base to build a resume and most likely will be valued by a company because it is releasing the “human side” of the applicant who will weigh heavily when choosing the best prospects.

In addition to the above, it is good to attach a letter in which very briefly express the wishes and aspirations of joining the company, as well as how they intend to cooperate within the same. This letter should be addressed to the person in charge of hiring and all applicable technical standards.

As a final conclusion we can say that a resume “emotional” is the current trend, where industry rather than the emotional aspects of knowledge. Its good presentation and design are important and valid points that a company is looking for committed and enterprising staff to achieve success in an organization.

Conclusion final

We can say that a resume “emotional” is the current trend, where industry rather than the emotional aspects of knowledge. Its good presentation and design are important and valid points that a company is looking for committed and enterprising staff to achieve success in an organization.

Be prepared for any eventuality that may mean the loss of employment or lack thereof, is necessary so that when the time comes, you look at the future with confidence and can think more clearly what is going to do to cope state

“The only thing certain in life is death,” goes a popular saying that is be 100% true. In our societies, as complex and sometimes very strange, having a job does not mean that our future is completely clear. At any time can give us the news that the company where work is in the process of restructuring or a period of crisis, and therefore management made the decision to dispense with our work.

What to do about this situation?, How to prepare for the uncertain future that awaits us?. Try to answer those questions, explaining some methods or tactics that will be of help if at some point we were out of work or lack of it occurs at an alarming rate.

In most cases of people who have been removed from their jobs, is the situation where you do not have a “contingency plan” to what happened, let alone a strategy to survive financially while get a new job to lead a normal life again.

For this reason, it is prudent to always have some “reservations” when the moment is this (ideally it should never come). They can be in cash, in other businesses, etc.., So as to support more calm and quiet season labor difficulty. This should be planned and we believe our work is stable or will never be fired.

One recommendation is to always have a fully updated resume with all the specifications required for its proper presentation. If during the work have gained new knowledge either by attending courses, seminars, workshops, etc.., All these achievements should be noted that significantly enrich the resume, making it something very valuable to the time of submission if you are looking for a new job opportunity.

It is also important to have a list of possible people who can help get a job if we are dismissed from our job site. Know and determine which contacts can be useful in developing an activity, is necessary because this can be a lifesaver at the time made redundant and we do not have a sound strategy to succeed.

Save what you have now to use it when needed, is one of the main premises in any situation of unemployment

Think about what could work independently, is another method to deal with a time of unemployment. What we have talents that could serve to make some money should be exploited to make a profit that allows us to see more clearly the future, without so much despair.

One of the highlights is the one that has to do with saving money. It is always good to keep an amount of it to avoid difficulties when we do not get a salary to work no more. This will allow us to answer for the basic needs we have for some time while we get a job.

Of course, not everyone who is unemployed, has a “contingency plan.” For those who were not able to contemplate that possibility, there are some mechanisms to cope as best as this. For example, you can design an “advertising person” where the public by means of notices, visits, etc.., Our offer to perform certain work or seeking work in a place where we can develop our knowledge.

We can also bring our resume to companies which require staff to constantly review the classified ads of newspapers, magazines., Maintain contact with people who can help you get a job, enter your data to the Internet in sites offer jobs or work in any activity that we report income and has nothing to do with our profession.

Unfortunately, high unemployment is a cancer that consumes the vast majority of our societies. No one is exempt from losing their jobs at any time. For this reason, the most important thing is to find practical solutions that could allow us more calm and optimism this trance that is expected to be temporary.

There are several indices to measure performance in human resources:

Rotation: Is the number of people entering and dissociate themselves from the company.

Index Rotation:

Value percentage between admissions and the layoffs of personnel in relation to the average number of members of an enterprise during a certain time.

If the index is very low given the stagnation and aging of the staff of the organization.

If the index is very high fluidity and presented too much can harm the company (lack of stability)

Ideal Index: allows the company to retain quality staff, replacing one that presents difficult problems to correct (within a program feasible and cost).

Absenteeism: The absence of the employee to work, not caused by the legal license.

Index Absenteeism: percentage ratio between the man-hours lost due to absences and total man hours worked.

Turnover Example:

If there are 1,000 employees, leaving 10 to go 20. in 1 year. (Remember the importance of time)

The turnover rate is:

(20 – 10/1000) * 100 = 1%.

As the ratio is a percentage, the rate is 1% positive, which further indicates that the company is growing. There is stability, and turnover is low.

If the company is in crisis, let’s go 500, and enter 20.

(20 – 500 / 1000) * 100 = – 48% implies that the company fell 48% and staff turnover is very high.

As we see, a good presentation of the curriculum, open the door to possible employment and give the person responsible for evaluation, and essential tools necessary to determine the appropriateness of hiring or not a possible contender, whose expertise may be of great help to an organization that seeks staff with a particular profile.
Good presentation and concise and real data are the basis for success in submitting a resume for those aspiring to a position within an organization.

When in college we deliver a job well done especially well presented, the probability of getting a good note is quite high. On the contrary, if our development of the theme in a work is mediocre and we strive to give proper presentation, a poor grade is the final destination of the letter.

The same happens when we sent a resume to possibly enter a place to work. If the presentation of it is flawless, very likely we will be called for interviews and our image will improve considerably. But if we deliver a curriculum with poor content and poor quality material, most likely end in the trash bin.

For those who have had extensive work experience, the chronological resume will be of great help when getting a job in question. This model focuses more on the positions where the individual worked, that the skills or knowledge that he may have acquired during the periods worked.

This type of resume is primarily used by those with a history of working both professionally and fairly stable and have not been up to for extended periods but on the contrary, their performance has been steady and smooth or checkered presented .

The presentation must have prior employment in the resume, you must follow a chronological order is the oldest and most recent, or vice versa, so that the person responsible for recruiting to have an accurate guide to the sites where the applicant has worked, time duration and the positions he has played so far the individual.

The main thing is that the person responsible for evaluating the information, is clear about the order of time of work previously performed by the applicant so we can get an idea of developing an individual has followed, both in knowledge, running time and responsibilities you had before.

That the person in charge of selecting grateful for the clarity of the information recorded on a resume is the purpose of a chronological resume

Also, for the presentation of these curricula, the basic data should be kept unchanged, notably those related to personal information (name, address, telephone number, marital status, identification document, e-mail, etc.) academic data (from most recent title to the first one), information they should never be missing from the submission of a resume.

It must also continue referring to those additional studies conducted, including workshops, seminars, skills, etc., Which significantly enrich the curriculum. Another aspect is of high importance that has to do with the objectives and goals that seeks to reach the candidate not only in economic but in social and professional, such as learning more, meeting people of a certain area, etc.

On entering the matter that concerns this article, the resume should be presented in the work experience, preferably, the job description most recent to oldest, noting the period of work, the position held and the roles and development milestones in these posts. This information will be of great importance to the person responsible for the selection, which will have a guided base with which to determine the exact position of the candidate within the organization.

Other important aspects in a resume are the ones to do with the language that dominates the individual, the computer skills to take in terms of development and mastery of programs and hobbies or hobbies of the individual applicant, including games, cultural activities, etc.

As we see, a good presentation of the curriculum, open the door to possible employment and give the person responsible for evaluation, and essential tools necessary to determine the appropriateness of hiring or not a possible contender, whose expertise may be of great help to an organization that seeks staff with a particular profile.

We can not hide the fact that unemployment and all its derivatives, are very serious problems, especially in Latin American societies. Without strong support of the State, it is very difficult to stay afloat and get better results

It’s dramatic but true levels of unemployment in many parts of the world, especially Latin America, have reached outrageous numbers. In many countries, this is one of the major problems requiring care and more attention to be well treated. Added to this, underemployment is also attacking many societies on the planet.

The most serious is that we do not see a quick solution to the chaos created by this problem, by contrast, unemployment figures are growing more and more, creating more poverty and misery by having a non-emergence and deviate from the path initial to follow and be immersed in a dark background where you can hardly go out.

In addition to unemployment, is also the phenomenon of mass layoffs. Many companies see them, the most appropriate way to reduce costs, improve quality and competitiveness of employees, while generating a symptom of economic slowdown, the individuals have not needed to develop a job or task.

Many of these companies are quick to cut staff without a sound understanding of the consequences, which causes rather than a benefit, it is taking a big step toward self-destruction. For this reason, it must be done before a study to determine whether or not the dismissals, and only the most necessary to proceed with it.

Some think that the root causes of unemployment, underemployment and massive layoffs are the internationalization of the economy, opening markets, in short, everything related to the globalization process currently living planet. However, it is also important to note that with these trends, there has been a restructuring of working methods and processes.

In many countries, for example, there is labor and cheap and good quality in others but not bad, it is extremely expensive. This means that employers have the opportunity to decide to produce the same, with lower costs, resulting favorably compete effectively in the market.

The informality and underemployment are on par with the lack of work. Many companies choose to cut staff believe that the best solution to their problems

The problem is that first world countries are responsible for “sponsoring” underdeveloped, and the latter by contrast, are at great disadvantage in not being able to do the same and compete on equal terms. This results is presented above, that companies have to lay off people, closing, or ultimately, to merge with others to survive.

Another consequence of this is the increase in informal work. As there is no possibility of entering the job market, many have no choice but to try to survive as creating new business or marketing informally to survive. This trend has increased considerably in recent years.

With all this background, it encourages the development of micro and small businesses, where many people see the possibility to survive and succeed as there is no other option. However, without strong support from government, it is very difficult for these businesses emerge and, on the contrary, it generates more unemployment.

In fact, the latter is understood by experts as one of the solutions to the crisis that is going through. With the help of the state, will ensure that the industrialized countries continue their good progress and are on their way, they can continue their development, through policies and short-term or long term is to improve the work activity.

Now finally, it must be said that unfortunately, most of our governments have not found a definitive solution to this problem. We have seen with sorrow that some of our nations have gone astray on par with those developed in good health. However, it is best to keep the faith and help this phenomenon tends to disappear for the benefit of all societies.

In times as difficult as the present, where no one is assured of nothing, there is always family support in any situation of unemployment. Search and perseverance are the keys to succeed without fail, always with the collaboration of the family

Do not have a job because an unpleasant sensation that makes us think of multiple possibilities that allow us to have financial input in order to survive and live quietly. When our family environment is affected by this situation, we have the support of this, it is essential to get out of the problem.

It is no secret that within a family, working person is treated differently, he is looking with respect and always be right, since it is directly responsible to the house was not missing anything, can live decently and there are no afugias or inconvenience due to lack of money.

Unfortunately, if the fate of that person changes completely, and suddenly lose your job, good treatment by her family was wiped out. Start reproaches, malicious comments, requirements, etc., As this person is not working at home and was regarded as a burden.

So, the person who faces this situation, will have its esteem and morale on the floor and not feel desperate to get back to work, especially in societies like ours, where unemployment is one of the most serious problems and without early exit in the future.

It is important therefore that the member of the family that this situation occurs, not to abandon him, criticize or even make him aside. On the contrary, it must protect, not just leave, let him know that it is still important in the family environment and will have the help and support needed to get ahead, find new job and be equally or more important than it was when was working in the past.

If the individual finds this collaboration, will endeavor to try to get work done faster, to be motivated and feel that it is valued nonetheless. Family support is essential for a person to not feel despair and struggle to get ahead, labor and make him understand his family that in spite of everything, the future will be better.
Support, rather than judging or blame, is the attitude to take when a family member becomes unemployed

All must do their part. If the situation is very difficult to be found mechanisms to overcome the crisis. It must evaluate alternatives, consider possible solutions that lead to a better situation, find ways to generate revenue with both human and physical resources that are available in a single sentence: Do not stay stuck, waiting for something to happen.

Is when each family member must do their part and exploit its capabilities for the benefit of all, finding an activity likely to report income and the common good for the group and may be the savior in a critical situation of unemployment or crisis financial.

The important thing is to understand that no one comes out alone. Like any team, teamwork is essential to find the best methods to achieve results or objectives and, if the welfare of the group is ours and vice versa.

There will always be fear of new challenges, since no one knows for certain what the results. The important thing is that it has full conviction of doing good things and above all, perseverance and patience if things go as they wish. Do not expect solutions of the blue, it is necessary to search and find insurance.

Now as a final conclusion we can say that the most important whether working or not, is trying to make things right. Strive for trying to do something productive, being resilient and having confidence that the results are the best. We should always exist, and seek collaborative solutions and not create problems where not really worth doing.

The global economic conditions, new technology and competition have forced companies to make significant staff cuts. However, this work has always been considered one of the most traumatic for the human resources departments is being modified by new techniques such as outplacement

The processes of globalization and economic integration coupled with the progressive and consistent technological advances in the information age has brought a wave of layoffs that has made companies rethink how far their responsibility to the employee who is laid off and provided for the benefit of the company, much of his effort, his life and his time during the course of his employment relationship.

The companies have understood that is not “throwing” and “throwing” people as they create successful working relationships and climates, have realized that keeping staff reduction policies not only results in further declines in performance and motivation those who are left which can generate a completely contrary to what is sought when staff are dismissed: instead of saving costs and allow the reduction of losses or increase profits is increased losses or reduced profits.

Is why the interior of the companies have developed programs assisted dissociation (outplacement) to bring the minimum trauma caused to people due to the loss of their jobs.

What is outplacement

The Outplacement or separation program, is a process of consulting, support, guidance and training aimed at the person for graduation or be transferred to the search for new employment or work quality, level and conditions similar to those of his former occupation in the shortest time possible [1]

INJURIES

The work is understood as one of the most valued in our society, usually the unemployed person is seen as second class and opportunities to purchase a home, vehicle or other type of property through credit are directed to employees and they are considered a safer market to independents, in addition, most academic institutions is geared towards training of employees.

Given these conditions and understanding the customs of our societies, it is understandable that the loss of employment is one of the problems that most affect people both economically and psychologically. The person loses self-confidence, economic empowerment, self-esteem also tend to feel guilty and have trouble within his family, increasing marital problems, children, if any, do not show respect, …

The problems caused by job loss to generate a lock that prevents the individual who will develop strategies and actions that lead to the rapid realization of a new

Although the outplacement trying to solve individual problems, it is also a tool that helps reduce the problems companies can face when making redundancies such as replacement costs, falling productivity and motivation of employees who remain, including .

THE SOLUTION AS ASSISTED UNTYING

The outplacement, rather than a tool, is a human resources policy that deals with the decoupling and whose application reduces the trauma and disadvantages for both the disconnected and the company. This policy is based on two premises, the need for decoupling programmed process and fairness with which they try and choose who will be demobilized.

Today’s scheduled disengagement is an integrated process for human resource policies, as is the selection and involvement of staff and as a process has certain stages of implementation as follows:

1. Diagnostic

Is for the situational analysis, it is designed for the program, raise its objectives and scope, identify candidates for decoupling, develop communication strategies and plans the overall program.

2. Intervention

This stage aims at determining the training needs of individuals through psychometric testing through its application can determine the strengths, skills and abilities of the candidate.

3. Preparation

After identifying what can the candidate, what you like and where you feel comfortable, we proceed to develop a personal plan to develop work skills including marketing and training staff and then plan how to be introduced back to the labor market.

4. Implementation

It is about developing an individualized plan for redesign of career or potentiation by establishing whether the individual can create your own business, if there is a possibility to continue working with the same company but through outsourcing or what the best job profiles may explode. It then embarks on a search campaign, together with improved skills to attain new work, which seeks to improve communication and negotiation skills of the individual, all aimed at achieving the new job.

5. Feedback

Once the individual has been used again, either independently or through a company, we proceed to jointly assess and examine each program to determine how and experience that improving

With the individual can overcome outplacement faster and with lower risks of unemployment stage, it also creates a new mentality among those who remain, as they know they will not go through this bitter experience alone

BENEFITS

This program creates benefits on a personal level because the gains in self-detached, training and competitiveness in the labor market, while enterprise-level benefits that are not come tumbling morale and motivation of employees, which results in maintaining productivity and in many cases on their improvement. Additionally, outplacement is a response to commitment to the company of those who have given their lives to achieve corporate goals, thereby creating a solution to this great moral responsibility to “give up” to those who have served and have been for her.