The results from a survey of 238 human resources executives from organizations that offer outplacement counseling (OPC) internally and 168 that offer it externally suggest that internal OPC delivery is inferior to external OPC delivery. The author found that most internal OPC organizations did not offer the 13 traditional OPC services, even when…

This study investigated sense of coherence (SOC) as a potential predictor of employment outcomes of unemployed job seekers. Ninety-eight unemployed persons were surveyed at 2 measurement points 6 months apart. The findings showed that strong SOC at baseline predicted positive outcomes (reemployment or being a student) 6 months later. SOC evidently…

This qualitative research study compares the experiences of 2 groups of executive job seekers--job club members and nonmembers--through thematic analysis of open-ended interviews. The findings indicated that job club members benefited from group learning, increased accountability, networking opportunities, emotional support, helping other members,…

Presents three-stage sequence based on increased awareness of assumptions, knowledge of relevant information, and skill in taking appropriate action as model for outplacement counseling. Rationale, structure, assumptions, principles, and evaluation of outplacement counseling program using this model are discussed. (Author)

Describes outplacement counseling as a process that enables management to deal with the problem of the employee who must be released or the staff that must be reduced. Discusses the process of outplacement counseling, the stages of transition counseling, and techniques to be implemented. (BH)

The authors examined the relationship between an individual's human capital profile--knowledge, skills, abilities, and other characteristics--and compensation before and after a job loss. The results of this study show that the types of human capital that predicted pre-job-loss salary differ from the types that predict reemployment salary. The…

The Aquilanti Integrated Model of Outplacement was developed from various aspects of existing grief and career theories. It comprises many practical elements that are present in the other models as well personal experience and knowledge of career counseling. It involves four phases: loss, grieving, and transition; personal development; job search;…

As companies focus on competition and profit margins, workers are confronted with threats to their identities based on real or anticipated job loss. Article focuses on features of job insecurity that affect these workers, those who remain, and the organizations in which they work. Gives recommendations for assisting job-insecure employees using…

Describes the Holistic Outplacement Model (HOM). Briefly discusses each of the three functional elements of the HOM: (1) Regaining Equilibrium; (2) Career Development; and (3) Job Hunting. Model emphasizes Regaining Equilibrium as the initial and most important step in the process. Includes 25 references. (CRR)

Common responses to job loss include stress reactions, depression and anxiety, and lowered self-esteem. This article describes these common reactions to job loss and unemployment, explains how to recognize their symptoms, and discusses ways counselors can address these emotional barriers to finding meaningful employment. (Contains 50 references.)…

Describes an employment strategy designed for displaced workers. Gives the program's background, its conceptual framework, pilot design, features, the facilitator's role, and program evaluation. Argues that as clients confront the new economy, the familiar job search model no longer applies. Program emphasizes renewing clients' hope and building…

Investigates the relationship among age, gender, and race relative to participation in self-awareness, action-oriented, and training activities after a job loss. Main effects were found for gender and for Age x Employment status. Implications of the study for outplacement programs, along with study limitations and future research directions, are…

This study surveyed a sample of nationally certified executive search recruiters (N=114), with the use of the NEO Five-Factor Inventory (NEO-FFI). Chi-square test analyses revealed that this sample differed significantly from adult norms on four of the five NEO-FFI scales: Neuroticism, Extraversion, Openness, and Conscientiousness. Implications of…

Describes trade-union based psychosocial counseling program which has been used with the unemployed in Germany. Gives rationale for psychosocial counseling approach in this situation. Outlines tasks and characteristics, major problem areas and problem-solving strategies, crisis intervention, referral to other services, group seminars, and support…

Examined program components of professional outplacement relative to client satisfaction using a sample (N=68) of former executives seeking jobs. Survey results suggest outplacement content components and process components were better predictors of client satisfaction when compared with contextual components. Self-efficacy may make a key…