{"id":9011,"date":"2023-01-05T08:21:47","date_gmt":"2023-01-05T07:21:47","guid":{"rendered":"https:\/\/www.euroekonom.sk\/?p=9011"},"modified":"2024-05-13T14:58:05","modified_gmt":"2024-05-13T12:58:05","slug":"outplacement","status":"publish","type":"post","link":"https:\/\/www.vrtulniky.sk\/news\/outplacement\/","title":{"rendered":"Outplacement"},"content":{"rendered":"<h2>Outplacement &#8211; defin\u00edcia<\/h2>\n<p>Outplacement patr\u00ed k historicky najmlad\u0161\u00edm n\u00e1strojom person\u00e1lneho mana\u017ementu. V prvpo\u010diatkoch vznikol ako s\u00fa\u010das\u0165 soci\u00e1lneho programu organiz\u00e1ci\u00ed, v ktor\u00fdch doch\u00e1dzalo k \u010dast\u00fdm hromadn\u00fdm prep\u00fa\u0161\u0165aniam zamestnancov a tie\u017e cel\u00fdch pracovn\u00fdch skup\u00edn. Postupne sa tento postup systematizoval a v s\u00fa\u010dasnosti tvor\u00ed d\u00f4le\u017eit\u00fd n\u00e1stroj person\u00e1lneho riadenia \u013eudsk\u00fdch zdrojov v organiz\u00e1cii. Vo vyspel\u00fdch krajin\u00e1ch tento n\u00e1stroj predstavuje \u0161tandardn\u00fa slu\u017ebu, v\u010faka ktorej si organiz\u00e1cie buduj\u00fa imid\u017e a PR a z\u00e1rove\u0148 zhodnocuj\u00fa \u013eudsk\u00fd kapit\u00e1l, jeho znovu umiest\u0148ovanie na trhu pr\u00e1ce.<\/p>\n<h2>Outplacement &#8211; cie\u013e<\/h2>\n<p>Cie\u013eom outplacementu je napom\u00e1ha\u0165 prep\u00fa\u0161\u0165an\u00fdm zamestnancom zvl\u00e1dnu\u0165 prechodn\u00e9 obdobie v pozit\u00edvnej a optimistickej n\u00e1lade a s\u00fastredi\u0165 sa na dosiahnutie bud\u00facich profesijn\u00fdch \u00faspechov. \u201eVyu\u017eitie outplacementu sved\u010d\u00ed o vysokej \u00farovni person\u00e1lnej politiky, preto\u017ee je pridanou hodnotou, ktor\u00fa zamestn\u00e1vate\u013e m\u00f4\u017ee poskytn\u00fa\u0165 b\u00fdval\u00fdm zamestnancom. Pomocou neho sa m\u00f4\u017eu vyvarova\u0165 mnoh\u00fdch negat\u00edv, ktor\u00e9 sa na obidvoch stran\u00e1ch \u010dasto sp\u00e1jaj\u00fa s ukon\u010den\u00edm pracovn\u00e9ho pomeru. Okrem toho d\u00e1va ve\u013ek\u00fa v\u00fdhodu odch\u00e1dzaj\u00facemu zamestnancovi, ktor\u00fd sa najm\u00e4 vtedy, ak jedn\u00e9mu zamestn\u00e1vate\u013eovi venoval v\u00e4\u010d\u0161iu \u010das\u0165 svojej profesijnej kari\u00e9ry nevie zorientova\u0165 na trhu pr\u00e1ce\u201c. V tomto zmysle je outplacement n\u00e1stroj cielenej profesion\u00e1lnej podpory a odborn\u00e9ho vedenia prep\u00fa\u0161\u0165an\u00fdch a prepusten\u00fdch zamestnancov, teda zamestnancov, s ktor\u00fdmi organiz\u00e1cia hodl\u00e1 v bl\u00edzkej bud\u00facnosti rozviaza\u0165 pracovn\u00fd pomer alebo zamestnancov, s ktor\u00fdmi organiz\u00e1cia u\u017e pracovn\u00fd pomer rozviazala.<br \/>\nCie\u013eom outplacementu nie je len n\u00e1js\u0165 prepusten\u00e9mu zamestnancovi zamestnanie, ale pripravi\u0165 ho na \u00faspe\u0161n\u00e9 zvl\u00e1dnutie v\u00fdberov\u00fdch procesov, do ktor\u00fdch sa pri h\u013eadan\u00ed zamestnania zapoj\u00ed. \u00da\u010das\u0165 zamestnancov v programe outplacementu je dobrovo\u013en\u00e1. Hoci sa aj u n\u00e1s programy outplacementu vyskytuj\u00fa st\u00e1le \u010dastej\u0161ie, nie je bohu\u017eia\u013e mo\u017en\u00e9 ak\u00fako\u013evek podporu tohto typu pri prepusten\u00ed vy\u017eadova\u0165. Z\u00e1le\u017e\u00ed na spolo\u010dnosti samotnej, \u010di ju pon\u00fakne. Neplaten\u00fa pomoc pri h\u013eadan\u00ed pr\u00e1ce pon\u00faka okrem p\u00f4vodn\u00e9ho zamestn\u00e1vate\u013ea aj \u00darad pr\u00e1ce.<\/p>\n<h2>Podstata a obsah outplacementu<\/h2>\n<p>Podstatou outplacementu je:<\/p>\n<ul>\n<li>\u00fa\u010dinn\u00e1 odborn\u00e1 pomoc pri nasmerovan\u00ed bud\u00facej kari\u00e9ry prep\u00fa\u0161\u0165an\u00e9ho\/prepusten\u00e9ho zamestnanca,<\/li>\n<li>pragmatick\u00e1 pomoc prep\u00fa\u0161\u0165an\u00e9mu zamestnancovi pri h\u013eadan\u00ed zamestnania,<\/li>\n<li>individu\u00e1lna starostlivos\u0165 a osobn\u00e9 vedenie prepusten\u00e9ho zamestnanca.<\/li>\n<\/ul>\n<h2>Prep\u00fa\u0161\u0165anie alebo tzv. uvo\u013e\u0148ovanie pracovn\u00edkov<\/h2>\n<p>Outplacement je pod\u013ea serveru TopJobs.sk sp\u00f4sob, ktor\u00fdm sa firmy sna\u017eia zn\u00ed\u017ei\u0165 negat\u00edvny dopad prep\u00fa\u0161\u0165ania zamestnancov, najm\u00e4 pri v\u00e4\u010d\u0161ej \u201eredukcii stavu\u201c, ale hocikedy aj vo vz\u0165ahu k individu\u00e1lnym zamestnancom. Ide o programy, ktor\u00e9 sa sna\u017eia zamestnancom u\u013eah\u010di\u0165 vyn\u00faten\u00fd odchod a pom\u00f4c\u0165 im n\u00e1js\u0165 nov\u00e9 uplatnenie na trhu pr\u00e1ce.<br \/>\n\u201eUvo\u013e\u0148ovan\u00edm pracovn\u00edkov\u201c, ako sa eufemisticky prep\u00fa\u0161\u0165aniu hovor\u00ed, firmy reaguj\u00fa na rast\u00faci konkuren\u010dn\u00fd tlak globalizovanej ekonomiky. Prosperuj\u00face a prest\u00ed\u017ene firmy sa dnes na prep\u00fa\u0161\u0165anie d\u00f4kladne pripravuj\u00fa a jeho postup pl\u00e1nuj\u00fa dopredu. Sol\u00eddna firma taktie\u017e o t\u00fdchto probl\u00e9moch so zamestnancami komunikuje, na mo\u017en\u00e9 a pl\u00e1novan\u00e9 prep\u00fa\u0161\u0165anie \u013eud\u00ed pripravuje a na programy outplacementu vynaklad\u00e1 nemal\u00e9 finan\u010dn\u00e9 prostriedky.<\/p>\n<h2>Outplacement &#8211; 7 et\u00e1p<\/h2>\n<p>Outplacement ako n\u00e1stroj person\u00e1lneho mana\u017ementu sa v organiz\u00e1cii uplat\u0148uje v siedmich etap\u00e1ch, ktor\u00e9 s\u00fa vn\u00fatrone \u0161trukt\u00farovan\u00e9 do f\u00e1z.<\/p>\n<h3>1. Etapa outplacementu<\/h3>\n<p><strong>Prv\u00e1 etapa &#8211; za\u010diatok uplat\u0148ovania outplacementu<\/strong> predstauje anal\u00fdza situ\u00e1cie a pr\u00ed\u010din vzniku nadbyto\u010dnosti zamestnancov. Potom nasleduje f\u00e1za vy\u0161pecifikovania prepusten\u00fdch zamestnancov a n\u00e1sledne f\u00e1za navrhnutia konkr\u00e9tnej person\u00e1lnej strat\u00e9gie.<\/p>\n<h3>2. Etapa outplacementu<\/h3>\n<p><strong>Obsahom a cie\u013eom druhej etapy je d\u00f4sledne diagnostikova\u0165 osobnostn\u00fa, v\u00fdkonov\u00fa a motiva\u010dn\u00fa kapacitu prepusten\u00fdch zamestnancov.<\/strong> Prv\u00e9 stretnutie je klasick\u00fdm person\u00e1lnym interview, po\u010das ktor\u00e9ho sa konzultant sna\u017e\u00ed zisti\u0165 maximum profesijn\u00fdch a osobnostn\u00fdch charakterist\u00edk svojho bud\u00faceho klienta. Na z\u00e1klade z\u00edskan\u00fdch \u00fadajov zostavuje projekt \u0161it\u00fd na mieru klienta a to v troch oblastiach:<\/p>\n<ol>\n<li>psychologickej<\/li>\n<li>odbornej,<\/li>\n<li>motiva\u010dnej.<\/li>\n<\/ol>\n<p>Diagnostika v tejto etape je ve\u013emi d\u00f4le\u017eit\u00e1 na to, aby sa konzultant upriamil na rozvoj t\u00fdch osobnostn\u00fdch a profesijn\u00fdch zlo\u017eiek, ktor\u00e9 klient najviac potrebuje zdokonali\u0165 pre proces h\u013eadania si nov\u00e9ho zamestnania na trhu pr\u00e1ce. \u00davodn\u00e9 interview je k\u013e\u00fa\u010dovou f\u00e1zou outplacementu. Konzultant po\u010das neho klientovi predstav\u00ed ciele a pr\u00ednos outplacementu a vo vz\u00e1jomnej interakcii vy\u0161pecifikuj\u00fa individu\u00e1lne ciele a o\u010dak\u00e1vania. Vhodn\u00e1 prezent\u00e1cia outplacementu a jeho cie\u013eov prispieva k pozit\u00edvnej transform\u00e1cii klientov\u00fdch pocitov, postojov a poh\u013eadu na bud\u00facu kari\u00e9ru v situ\u00e1cii, ke\u010f sa mus\u00ed vyrovna\u0165 so stratou zamestnania.<\/p>\n<h3>3. Etapa outplacementu<\/h3>\n<p><strong>Obsahom tretej etapy je kompar\u00e1cia sk\u00fasenost\u00ed klienta s kari\u00e9rov\u00fdmi zmenami navrhnut\u00fdmi v projekte.<\/strong> Pri posudzovan\u00ed sk\u00fasenost\u00ed klienta, vyhodnocovan\u00ed krokov, ktor\u00e9 urobil v minulosti v s\u00favislosti s h\u013eadan\u00edm zamestnania, sa pou\u017e\u00edva met\u00f3da anal\u00fdzy ex-post, alebo dotazn\u00edk osobnej anamn\u00e9zy. Vyhodnoten\u00edm z\u00edskan\u00fdch inform\u00e1ci\u00ed mo\u017eno ur\u010di\u0165 potenci\u00e1l klienta na zvl\u00e1dnutie zmeny. V druhej f\u00e1ze tejto etapy sa pou\u017e\u00edva hodnotiaca anal\u00fdza. Jej cie\u013eom je podrobne analyzova\u0165 doteraj\u0161iu kari\u00e9ru klienta, jeho zru\u010dnosti a schopnosti v oblasti prezent\u00e1cie, komunik\u00e1cie, kooper\u00e1cie, vedenia \u013eud\u00ed, riadenia \u013eud\u00ed a \u010fal\u0161\u00edch d\u00f4le\u017eit\u00fdch profesijn\u00fdch dimenzi\u00ed. S\u00fa\u010das\u0165ou hodnotiacej anal\u00fdzy je anal\u00fdza k\u013e\u00fa\u010dov\u00fdch motiva\u010dn\u00fdch faktorov, ide\u00e1lnej poz\u00edcie, ide\u00e1lneho zamestn\u00e1vate\u013ea, ide\u00e1lnej podnikovej kult\u00fary a preferenci\u00ed v ot\u00e1zkach pracovn\u00e9ho t\u00edmu. Z\u00e1kladn\u00e9 met\u00f3dy v tejto f\u00e1ze s\u00fa \u0161trukt\u00farovan\u00e9 interview, \u0161tandardizovan\u00e9 psychodiagnostick\u00e9 met\u00f3dy, \u0161k\u00e1lovacie techniky. Ak s\u00fa v\u00fdsledky hodnotiacej f\u00e1zy pozit\u00edvne, konzultant ich prenesie do vonkaj\u0161ieho prejavu klienta.<\/p>\n<h3>4. Etapa outplacementu<\/h3>\n<p><strong>\u0160tvrt\u00e1 etapa outplacementu je ur\u010den\u00e1 na rozvoj potrebn\u00fdch zru\u010dnost\u00ed a limitovanie negat\u00edv v spr\u00e1van\u00ed klienta.<\/strong> V\u00fdstupy hodnotenia sa transformuj\u00fa aj do sp\u00e4tnej v\u00e4zby poskytnutej klientovi, ktor\u00e1 zah\u0155\u0148a zadefinovanie siln\u00fdch str\u00e1nok, rozvojov\u00fdch oblast\u00ed a anal\u00fdzu doteraj\u0161ej kari\u00e9ry. Komunikuje sa sp\u00f4sobom, ktor\u00fd je zameran\u00fd na rozvoj potenci\u00e1lu klienta. Negat\u00edva sa obmedzuj\u00fa, alebo sa klient nau\u010d\u00ed spr\u00e1vne ich vyargumentova\u0165 mo\u017en\u00e9mu zamestn\u00e1vate\u013eovi, ak vyjd\u00fa na povrch po\u010das osobn\u00e9ho pohovoru. V\u00fdstupmi tejto etapy a jej jednotliv\u00fdch f\u00e1z s\u00fa konkr\u00e9tne odpor\u00fa\u010dania v oblasti siln\u00fdch str\u00e1nok, sk\u00fasenost\u00ed, k\u013e\u00fa\u010dov\u00fdch \u00faspechov a k\u013e\u00fa\u010dov\u00fdch v\u00fdhod, ktor\u00e9 sa nesk\u00f4r vyu\u017eij\u00fa pri pr\u00edprave strat\u00e9gie klientovej prezent\u00e1cie.<\/p>\n<h3>5. Etapa outplacementu<\/h3>\n<p><strong>Piata etapa obsahuje pr\u00edpravu strat\u00e9gie vyh\u013ead\u00e1vania \u201enov\u00e9ho\u201c pracovn\u00e9ho miesta na trhu pr\u00e1ce.<\/strong> Klient dost\u00e1va kompletn\u00e9 inform\u00e1cie o tom, ako treba zostavi\u0165 profesion\u00e1lny \u017eivotopis, zostavi\u0165 svoj person\u00e1lny spis, osobn\u00fa prezent\u00e1ciu. Z\u00e1rove\u0148 ho konzultant informuje o tom, ako sa treba pripravi\u0165 na vstupn\u00fd pohovor a o jeho z\u00e1kladn\u00fdch pravidl\u00e1ch, technik\u00e1ch, a zru\u010dnostiach, o referenci\u00e1ch a osobn\u00fdch kontaktoch a mo\u017enostiach ich vyu\u017eitia tak, aby sa klient v stanovenom \u010dase dostal k stanoven\u00e9mu cie\u013eu.<\/p>\n<h3>6. Etapa outplacementu<\/h3>\n<p><strong>\u0160iesta etapa spo\u010d\u00edva v pr\u00edprave ak\u010dn\u00e9ho pl\u00e1nu.<\/strong> Je zameran\u00e1 na podporu pri zorient\u00favan\u00ed sa v aktu\u00e1lnych pracovn\u00fdch ponuk\u00e1ch. Konzultant klientovi odovzd\u00e1 \u0161pecifick\u00e9 inform\u00e1cie o trhu pr\u00e1ce s d\u00f4razom na pr\u00edslu\u0161n\u00fd sektor a konkr\u00e9tne poz\u00edcie, o platov\u00fdch \u0161trukt\u00farach a in\u00fdch v\u00fdhod\u00e1ch. V r\u00e1mci tejto etapy sa poskytuje preh\u013ead recruitingov\u00fdch a person\u00e1lnych spolo\u010dnost\u00ed a kompletn\u00e9 inform\u00e1cie o zdrojoch pracovn\u00fdch pon\u00fak na trhu vr\u00e1tane internetu. V pr\u00edpade potreby sa na\u010drtne aj mo\u017enos\u0165 rekvalifik\u00e1cie, resp. zmeny pracovnej poz\u00edcie alebo sektora. Individu\u00e1lne konzult\u00e1cie nasleduj\u00fa a\u017e po ukon\u010den\u00ed tejto etapy.<\/p>\n<h3>7. Etapa outplacementu<\/h3>\n<p><strong>Siedma etapa predstavuje asisten\u010dn\u00fd program:<\/strong> Poradensk\u00e1 spolo\u010dnos\u0165 v tejto etape vyu\u017e\u00edva vlastn\u00fd monitoring m\u00e9di\u00ed a vlastn\u00fa sie\u0165 kontaktov, pri\u010dom klienta v pr\u00edpade, \u017ee vyhovuje po\u017eiadavk\u00e1m, zah\u0155\u0148a do svojich vyh\u013ead\u00e1vac\u00edch a v\u00fdberov\u00fdch procesov. V\u00fdsledok v\u0161ak neovplyv\u0148uje. Pod\u013ea \u0161tatist\u00edk 85 a\u017e 90% \u013eud\u00ed zaraden\u00fdch do asisten\u010dn\u00fdch programov si do 4 mesiacov n\u00e1jde pracovn\u00e9 miesto.<\/p>\n<h2>\u010co zah\u0155\u0148a program outplacementu?<\/h2>\n<ul>\n<li>Mo\u017enos\u0165 konzultova\u0165 va\u0161u situ\u00e1ciu so psychol\u00f3gmi, personalistami, mana\u017e\u00e9rmi z oblasti vzdel\u00e1vania, pr\u00e1vnikmi<\/li>\n<li>Mo\u017enos\u0165 z\u00edska\u0165 inform\u00e1cie oh\u013eadom aktu\u00e1lnej situ\u00e1cie na trhu pr\u00e1ce, ako v regi\u00f3ne, tak v \u0161pecializ\u00e1cii, v ktorej ste pracovali<\/li>\n<li>Uvedenie do spolupr\u00e1ce s person\u00e1lnymi agent\u00farami, \u00faradmi pr\u00e1ce a pod.<\/li>\n<li>Pomocn\u00e1 ruka pri h\u013eadan\u00ed rekvalifik\u00e1cie<\/li>\n<li>\u0160kolenia zameran\u00e9 na met\u00f3dy h\u013eadania pr\u00e1ce<\/li>\n<li>N\u00e1cvik priebehu prij\u00edmacieho pohovoru<\/li>\n<\/ul>\n<h2>Faktory ovplyv\u0148uj\u00face vn\u00edmanie straty<\/h2>\n<p>Poru\u0161enia zmluvy s\u00fa \u010dasto bolestiv\u00e9 a z\u00e1mern\u00e9. Preto je pod\u013ea D. M. Rousseau (1995) d\u00f4le\u017eit\u00e9 pou\u017e\u00edva\u0165 strat\u00e9gie, ktor\u00e9 zmiernia samotn\u00e9 dopady poru\u0161enia, alebo vn\u00edmanie ich z\u00e1va\u017enosti. Pozor, nem\u00fdli\u0165 si s <a href=\"https:\/\/www.euroekonom.sk\/jean-jacques-rousseau-a-jeho-diela-a-myslienky\/\">J. J. Rousseau<\/a>!<br \/>\nN\u00e1pravn\u00e9 opatrenia (remediation) s\u00fa v istom zmysle sp\u00f4sobom dodr\u017eania ducha zmluvy, ak u\u017e nie je mo\u017en\u00e9 dodr\u017ea\u0165 literu. Straty z poru\u0161enia nemusia vy\u00fasti\u0165 do ukon\u010denia zmluvy, ak je zamestnancovi pon\u00faknut\u00e1 n\u00e1hrada v porovnate\u013enej hodnote.<br \/>\nNapr\u00edklad psychologick\u00e1 zmluva dlhodob\u00e9ho zamestnanca m\u00f4\u017ee zosta\u0165 neporu\u0161en\u00e1, ak po\u010das zni\u017eovania stavov sa zamestn\u00e1vate\u013e bude sna\u017ei\u0165 o dlhodob\u00e9 zamestnanie pre zamestnanca niekde inde (outplacement). Na druhej strane m\u00f4\u017ee n\u00e1hrada meni\u0165 zmysel alebo podstatu vz\u0165ahu. Mo\u017enos\u0165 vzia\u0165 si z kr\u00e1\u013eovskej rodiny domov nie\u010do z jej majetku je v\u00fdrazom bl\u00edzkosti a finan\u010dn\u00e1 n\u00e1hrada viac formalizuje vz\u0165ah. Symbolick\u00e1 hodnota komplikuje stoto\u017enenie zdrojov.<\/p>\n<h2>Zvl\u00e1\u0161tne finan\u010dn\u00e9 odmeny a v\u010dasn\u00e9 ozn\u00e1menie pri n\u00fatenom ukon\u010den\u00ed zamestnania<\/h2>\n<p>V be\u017enej ekonomickej praxi sa \u010dasto pou\u017e\u00edvaj\u00fa zvl\u00e1\u0161tne finan\u010dn\u00e9 odmeny a v\u010dasn\u00e9 ozn\u00e1menie pri n\u00fatenom ukon\u010den\u00ed zamestnania. V\u010dasn\u00e9 ozn\u00e1menie d\u00e1va zamestnancom priestor pochopi\u0165 a prija\u0165 nevyhnute\u013enos\u0165 straty, a z\u00e1rove\u0148 poskytuje ist\u00fd \u010dasov\u00fd r\u00e1mec. Niekedy sa v praxi stret\u00e1vame s obavou, \u017ee skor\u00e9 ozn\u00e1menie o pl\u00e1novanom prep\u00fa\u0161\u0165an\u00ed zn\u00ed\u017ei produktivitu a snahu zamestnancov. Av\u0161ak ako zistili viacer\u00ed v\u00fdskumn\u00edci (Rousseau, 1995), v\u010dasn\u00e9 ozn\u00e1menia nezni\u017euj\u00fa produktivitu a snahu v t\u00fdch spolo\u010dnostiach, kde existuj\u00fa podporuj\u00face vz\u0165ahy a kde zamestnanci veria, \u017ee zamestn\u00e1vatelia konaj\u00fa v dobrej viere.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Outplacement &#8211; defin\u00edcia Outplacement patr\u00ed k historicky najmlad\u0161\u00edm n\u00e1strojom person\u00e1lneho mana\u017ementu. V prvpo\u010diatkoch vznikol ako s\u00fa\u010das\u0165 soci\u00e1lneho programu organiz\u00e1ci\u00ed, v ktor\u00fdch doch\u00e1dzalo k \u010dast\u00fdm hromadn\u00fdm &hellip; <\/p>\n","protected":false},"author":17,"featured_media":25130,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[77,549],"tags":[148,160,79,80],"class_list":["post-9011","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ludia","category-pracujem","tag-globalizacia","tag-outplacement","tag-zamestnanec","tag-zamestnanie"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Outplacement<\/title>\n<meta name=\"description\" content=\"Outplacement, podstata a obsah outplacementu. 7 et\u00e1p procesu outplacement. \u010co zah\u0155\u0148a program outplacementu?\" \/>\n<meta name=\"robots\" content=\"index, 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