For so many years, outplacement programs have been driven by length of program and the number of hours of career coaching in most cases. Companies who offer outplacement to displaced employees would generally select a variety of programs that are budget driven and generally time bound with a limited amount of career coaching hours. The reality is most displaced employees who are let go from their employer need more support their company provided. The program they receive in many cases falls short of the support needed to land in their next job.
So what does this mean? First of all, we know outplacement is evolving as companies today are considering more virtual outplacement programs for their displaced employees versus traditional brick and mortar programs. Today’s modern …
First of all, we like to steer very clear of generalizations. We realize that not every Millennial is a social media expert and not every Boomer is computer illiterate. That being said, the time at which our technology boom happened, coupled with the advent of the internet, made for a highly tech-savvy emerging workforce. It is a much different position to play catch-up than to have grown up with the technology that we have now. The learning curve is no different, but rather the access and exposure.
Because virtual outplacement is so much cheaper and so convenient for users, virtual outplacement has become the industry standard. The “virtual” part can pose a problem for Boomers, or so they might think. The misconception is that virtual outplacement will put Boomers at a disadvantage. …
Today I interviewed Jennifer Calhoun Mohl, a Partner/Healthcare Consultant at Mercer, a global human resources consulting firm.
Jennifer, tell me what kind of work do you do.
I work with employers, large and small, in addressing their health care strategies and helping them decide what kinds of health care benefits to offer to their employees and retirees.
So what is your aim?
The aim is to have a comprehensive, competitive program that is cost effective. Companies want to manage trends while offering quality programs to remain competitive and retain their employees.
What is something you have done for a client that you are really proud of?
About seven years ago,I worked with a client who wanted to create a culture of health and well
This month’s webinar will be hosted by Jennifer Calhoun Mohl. She is a Partner and senior consultant in Mercer’s Philadelphia health and benefits practice. She will dive into what is to come in employer sponsored healthcare plans.
Each month Careerminds hosts a free webinar and the opportunity to earn HRCI credits. This month Jennifer Calhoun will be schooling us on what to expect from healthcare reforms in the coming year.
With impending significant changes in healthcare, this webinar is the perfect chance to get your HR deparment ready and in compliance mode.
With the onset of numerous benefit and eligibility mandates as well as the introduction of public medical exchanges, …
Unless you live under a rock, you heard about AOL’s CEO, Tim Armstrong firing an employee during a conference call with over 1,000 people listening. We won’t get into the nitty gritty of the situation, but Forbes deemed this the “Worst Way to Fire Someone.”
To understand the outburst, there is a little bit of background information that has been widely overlooked. Patch is AOL’s network of local newsgathering units, and Abel Lenz, the gentleman who got the harsh boot for attempting to record the call, was the Creative Director. Earlier that month AOL had to conduct a reduction in force of 20 Patch employees and it was clear to everyone that this would not be the end of the lay offs. Susan Adams at Forbes said,
“Also the day before the conference call with …
Let’s clear something up first; Most of the time lay offs are inevitable. They are a hard fact of business, and are often unavoidable. However, there are some employees who will be more likely to wind up on a RIF list than others. There are some qualities that management will look to cut first.
The “That’s Not My Job”
Boy, oh boy is this every manager’s most hated phrase! When employees refuse to help out outside of the confines of their specific job description it speaks volumes to everyone around them. No matter how politely an employee turns down work outside of their normal responsibilities, it puts a negative label on them.
A good succession planning program is more than just establishing back-ups. Successional planning is identifying needs for talent and management within the organization and training individuals for current and future responsibilities. It is also more than just crisis management. The whole point of establishing a good succession plan is to divert crisis, not just manage it.
Management is always dealing with the issue of how best to develop the next generation of leaders. Succession planning is about being proactive and prepared. Leaders should have a constant finger on the pulse of their workforce. This means having an understanding of exactly who and how many workers are nearing retirement. This also means having an understanding of business trends and industry fluctuations.
Look into the Future
As plans are formed, a deep look into the future is vital in identifying …
By Judy Lindenberger
Layoffs have touched nearly every American household over the last few years according to a recent Rutgers University study. Nearly a quarter of Americans say they were laid off at some point during the recession or afterward. And, nearly eight in 10 say they know someone in their circle of family and friends who has lost a job.
At the same time, working virtually, banking online, paying bills online and even losing weight through online coaching is becoming more popular with Americans.
A national study commissioned by WorldCom found that more than two-thirds of American workers work virtually. The Pew Research Center found that 81% of Americans who manage their household finances banked online at least once during 2012. Forrester Research predicts that by the end of the decade, 52% of all online …
Following up with a few things that we learned at this year’s HR Technology conference, we wanted to take a moment to talk about the virtual part of virtual outplacement. Most people know what outplacement is, but we get a few raised eyebrows when we tell people that we’re avirtual outplacement firm.
“The provision of assistance to laid-off employees in finding new employment, either as a benefit provided by the employer directly, or through a specialist service.”
Basically, outplacement services are meant to help transitioning employees find new positions and re-orientating them to the job market. This happens through services like career guidance, resume writing assistance, career evaluations, interview preparation, networking assistance and job search skills.
Thanks to the steady and exciting boom in technology, everything that can go virtual, is. The blending of …
This really is a tough one for recruiters. Time off from the workforce doesn’t necessarily mean anything negative, but you never can really tell. Candidates are fully aware that gaps, no matter the reason, have the potential to keep them from landing the job they want. This means that candidates might stretch the truth, attempt to cover up the gaps, or fudge previous employment dates, and so arises an entirely different issue of being dishonest. Should candidates be honest and risk being passed up because of their employment gap, or cover up the truth and risk being passed up for being dishonest?
The employment gap truly is a challenge for job seekers because of the stigma that comes along with it. Because gaps in employment are so taboo, recruiters are always left wondering about the validity …