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CCH® HR MANAGEMENT — 07/23/07

Research reveals changing sense of social responsibility, moral obligation driving innovation in outplacement industry

Organizations' changing needs are driving a new direction in outplacement today, including outplacement service that stays connected with individuals through to career success and is aligned with the employer's commitment to corporate social responsibility (CSR), according to research by Right Management, a wholly owned subsidiary of Manpower Inc. "Organizations are seeking a new outplacement model that creates a shared partnership between employer and provider, and satisfies a growing demand to demonstrate elevated socially responsible and compassionate behavior," said Douglas J. Matthews, President and Chief Operating Officer of Right Management. "Employers are seeking outplacement partners that share a greater sense of social responsibility and moral obligation to support separated employees through to successful outcomes."

Matthews stated that a recent poll validated 85 percent of organizations consider CSR a critical component in the selection of an outplacement service and partner.

Right Management also surveyed client organizations in numerous industries, and more than 21,000 outplacement candidates in 19 countries, to uncover key insights into the criteria for success for sponsoring organizations and outplacement candidates. According to Right Management's research, organizations want outplacement services that:

• Are aligned socially and ethically with their own core values.

• Stay connected with individuals in transition through to achieving successful career objectives whether securing a new job, starting a business, or exploring work/life options.

• Give candidates more choices about how their services are accessed and delivered, enabling personalized approaches to achieving the goals of both the organization and employee.

• Engage separated employees more quickly, so there is a faster connection between their departures and the start of their outplacement service.

• Focus more on results rather than on the outplacement process.

• Provide more specific data on displaced employees and more meaningful measurements of candidate success.

Right Management's research also found that 86 percent of displaced workers remain in their same communities after they have left their organizations. "Helping individuals address change aligns with organizations' own core values about how to treat people," said Matthews. "Employers want to help their former employee s transition to successful career objectives fastest with the least disruption possible."

For additional information on this and other HR topics, consult CCH Human Resources Management or Personnel Practices/Communications.

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