Relocation

Outplacement or relocation means a process that aims to facilitate, workers facing job restructuring, the way to get a new job that suits their abilities and skills, their knowledge and concerns to their interests and motivations. It is a process that must understand and embrace and involve all levels of the company and to be able to implement both individually and collectively.

The stages of any relocation process would begin with recognition of the skills, abilities and knowledge of the worker and their motivations and professional concerns. Subsequently it was necessary to develop and execute a professional project to harmonize the findings of the initial balance of market opportunities. The next step was to develop an action plan, or a way to implement the professional project, and in this sense we need to define communications strategies and search, taking everything as a tool that can be useful, and identifying any gateway. The whole process would result in a search campaign in which the argument, the defense of personal knowledge and skills, argumentation and conviction are key instruments. Finally, integration in the new post.

According to the "Relocation III Report" (prepared by Creade) as a result of the crisis we're in the Spanish labor market, the average time re-setting of less skilled workers has increased by almost a month. Is also in these profiles with lower qualifications, in which unemployment is primed, and they raise more unemployment figures.

According to the report, and on the contrary, the positions of the crisis seems to affect the reverse, tending to lower turnover, thus reducing competition, and facilitates their relocation. While the report relieved that the crisis has caused senior managers and relocated, they accept lower wages than they had, have risen to half the total.

Before the crisis, it is necessary to implementation of actions aimed at the employment of those workers who move into a situation of unemployment from sectors of economic activity whose capacity to absorb labor is in decline. And in this line, the same report, cited above, warns: "The picture that is coming will be very difficult for the Spanish who are affected by job layoffs, and that will go directly added to the list of unemployment, being Many of them disoriented, with long experience in a sector driven by a stream of job losses. " And while the records of employment regulation should be accompanied redeployment programs, Creade has shown that the growth of ERE's is inversely proportional to the growth of redeployment programs, or what the same is: that the more employment regulations promoted, unless accompanying redeployment programs.

In countries such as France, the relocation and restructuring policies are mandatory, and thus, companies, instead of compensation to the worker, have to help for at least six months, the worker will be fired, with measures strong, vigorous and effective re-employment in another job. In Spain, the current legislation requires companies to include in job layoffs, a social plan to accompany, but only advised that this plan includes a relocation process.

And is that the relocation not only benefits the company, to develop a culture of corporate social responsibility, and minimize the high cost of compensation, but also involves an investment in workers, to improve the internal climate, and allow redirect career workers and reduce the period of reemployment, and no less importantly, makes the person a better understanding of the labor market.