MSG Team's other articles

10478 The Normal Distribution Creates an Abnormal Work Culture

Forced bell curve systems are a statistician’s way of looking at the organization. Much like everything else that statisticians do, the forced bell curve is also a mere hypothesis. However, this hypothesis has been largely romanticized and adopted by many companies. In fact about a decade ago, forced bell curve was the norm and companies […]

12004 Why Organizations must Encourage Work Life Balance and Why Professionals must Embrace it ?

In our always on and uber networked age where 24/7 modes of working and being “on call” are the norm, it is indeed the case that unless working professionals learn to actualize a healthy balance between their professional and personal lives, there would be many consequences in terms of health, quality of personal relationships, and […]

9146 What is Employee Ghosting and How HR Managers and Organizations Can Deal with it

What is Employee Ghosting? In recent months, a new term has entered the parlance of HR (Human Resources) professionals worldwide and that is Employee Ghosting. This term refers to the practice of prospective applicants and potential employees not “showing up” after being recruited, or not attending the final stages of the interview process after being […]

12211 What Ails The Millennials/Gen Zers? A Lost Generation of Workers or A New Paradigm

Is Something Wrong with the Millennials/Gen Zers, Slacking Out of The Workforce Anybody who is somebody would have heard of The Great Resignation, the trend of American and Canadian Millennials and Gen Zers quitting their jobs en masse for no apparent reason, other than to make a “statement”, driven by tech driven viral events. While […]

11142 Role of Managers in Employee Relationship

A healthy employee relationship is essential for the employees to find their work interesting and perform their level best. It is important for everyone to understand that one goes to his organization to work and conflicts must be avoided as it is nothing but a mere waste of time. Employees must be comfortable with each […]

Search with tags

  • No tags available.

Termination of employment simply means the ending of employment in a particular organization. Termination of employment is inevitable in any employment relationship and it may happen either voluntarily or involuntarily.

  1. Voluntary termination may come through resignation, retirement or death of the employee.

  2. Involuntary termination of employment can take place by employee dismissal or lay-off. Dismissals and lay-offs often result in hampering the terminated employee’s chances of finding a new job. Moreover, such employees do avoid mentioning such jobs in their resume which create unexplainable gaps in their career profile.

    On the part of employer, it is mandatory to follow proper termination rules and policies while applying dismissals or lay-offs as the terminated employees may opt for legal recourse.

    Also, such terminating activities are taken in negative sense among the workforce market, which adversely impacts the reputation of the organization as an employer.

It is during such situations that an organization decides for outplacement and career transition services. A carefully handled termination along with proper severance package and outplacement service helps the organization in avoiding legal action from employee’s side.

Actually, outplacement is the service offered by the former employer to help the terminated employee in locating a new job. The former employer, in this case, covers all the costs to facilitate the employee with the new job. This minimizes the impact of termination on employee and prevents him from the pressure of being jobless/finding a new job.

Such services also alleviate the standing of the organization as an employee-centered organization. Moreover, by taking up outplacement services, an organization diminishes the risk of lawsuit.

The organization generally calls for the services of an HR Consulting Firm in cases of termination and outplacement to deal with the whole process in a professional and dignified manner. The HR Consulting Firm works along with both, the employee and the employer, so as to make the event of separation strategically fitting to the needs of both the parties.

The service of HR Consulting Firm runs in three phases as follows:

  1. Pre-termination phase which involves a detailed planning of employee termination and outplacement with the organization.

  2. Termination phase which includes the actual declaration of termination to the employee. This phase covers the support and guidance provided to the employee in dealing with termination and locating for a new job.

  3. Post-termination phase includes focus on two groups - one group is the organization and it’s the retained employees, and the other group is that of the terminated employees. It is essential for an organization to retain the trust of the retained employees in such cases. Hence, the HR Consulting Firm needs to deal with the anxiety created among the existing employees by properly coaching them. The terminated employee, at this stage, requires career guidance and support to manage change as the new job is being provided with.

Throughout these three broad phases of termination and outplacement, an HR Consulting Firm generally provides following individual services to the organization and retained/ terminated employees:

  • Career evaluation
  • Planning the career continuation and development process
  • Career guidance
  • Resume writing
  • Interview preparation
  • Network development
  • Job search, and research on the same
  • Job market analysis
  • Administrative assistance - preparation of concerned documents and letters, etc.
  • Handling exit meeting
  • Skill development programs
  • Workshops to deal with the period of transition
  • Checking legal compliances
  • Preparing severance packages

Besides, an HR Consulting Firm also guides the concerned managers handling the termination meetings in carefully communicating the news to the terminated employees as well as to the staff, so as to maintain the dignity of the terminated employee and negate the concern among the retained employees. A detailed plan about the sequence and content of the meeting is chalked out to make it more definitive and justified.

Hence, the HR Consulting Firm aims at making the process of termination and outplacement manageable and respectful for the organization and the terminated employee.

Article Written by

MSG Team

An insightful writer passionate about sharing expertise, trends, and tips, dedicated to inspiring and informing readers through engaging and thoughtful content.

Leave a reply

Your email address will not be published. Required fields are marked *

Related Articles

The Challenges of Managing Attrition in Contemporary Organizations

MSG Team