General, basic considerations Today, companies must take into account the scope, which encloses the outplacement impact on human resources, especially the relocation of employees and supporting their reintegration into the workforce after a layoff, made it one of the practices most successful HR area of many companies. Lunar Juan reminds us, trachea consider that work is in our economic culture a form of social and economic linkages vital character. Their loss, especially when it is sudden, it brings a series of negative emotional reactions to the person who experiences it. It is argued that from a behavioral perspective many agencies experienced a significant loss of a source of reinforcement, have inappropriate behaviors, emotional and / or maladaptive and often represents the work done for many workers and managers an important source of reinforcement. These maladaptive behaviors adversely affect the search for a new job or occupation that is a circle difficult to break and that tends to worsen, to the unemployed person, with the passage of time.
To address this reality shows has losrecursoshumanos.com a is the Outplacement is an increasingly popular tool because the processes of mergers and acquisitions, permanent increase in speed and frequency, are the perfect setting for dissemination. Typically, they identify several stages in these processes. The first is an assessment of the skills, knowledge, experience and skills who will be disconnected, and how to maximize their professional qualities. Then, depending on the results of the first stage, we collaborates with the outgoing executive job search for similar functions for which it was made, then, we consider their options before a change of tasks, then consider a total rupture their work habits, mixture situations.