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For reasons not limited to trying to maintain a positive working climate as well as his good reputation as an employer, Mr X offers his employee outplacement counseling, limited to six months at PAB HRConsulting during the conversation concerning the release. Due to the social responsibility that Mr X feels he has, he takes it for granted that he must be fair towards his employees.
After phases of incomprehensibility, anger, grief and being afraid of what was to come, Mr X’s employee, let’s call him Mr Y, took the chance his employer had offered and arrived for a first conversation with a PAB HRConsulting consultant.
After all he had never needed to apply anywhere. The building industry was booming up until some years ago and he was a man in demand. Now he had to face a completely different future. Besides, he wouldn’t know how and where one made an application nowadays and what is important in a job interview. He admitted quite frankly that his wife had talked him into accepting the counseling. After all, the house was not yet paid for and the children were not independent yet.
Even before the job contract ended, we succeeded in placing Mr Y as team leader in the call center of a large employer.
“My condition was to be able to stay in the area. Moving was out of the question. So first of all it was important to find alternatives in different sectors. Since my position was never advertised, I could not have accessed the hidden job market without help. The demanding questions of the HR Manager were not easy. Afterwards I was very glad to have taken advantage of outplacement counseling by PAB HRConsulting.”
Case Study II
After his engineering studies, John Smith (name changed) worked in the technical sales department of a mechanical engineering company for three years, before he switched to a much larger company. This company engaged 2000 employees at different locations and was one of the leading producers of high-quality consumer goods.
Because of the wide scope of his knowledge (Mr Smith also graduated from evening school as an industrial engineer) he spent time in various sections of the sales, technology and commercial divisions of the company during his twenty years as a senior employee. Mr Smith finally became a member of the management and was responsible for the whole administrative sector. Mr Smith’s career was also advanced by an exceedingly good relationship with the main partner of the firm, which almost resembled a father-son relationship.
After some restructuring at the end of the 90s, the economic downswing of the firm eventually resulted in a majority management buy-out by a group of investors. It became clear that Mr Smith had no employment prospects with the new owners already during the takeover negotiations. Mr Smith quickly realized that his job problem and his lack of familiarity with the current job and applications market would make him have to seek external help.
His employer owed Mr Smith a lot. Granting an unlimited counseling program at PAB HRConsulting was a matter of course.
After PAB HRConsulting’s analysis of the actual data and Mr Smith’s objectives, the direction that he should go became clear: Mr Smith was basically looking for a challenging position in a manufacturing company that was not part of a group. Because of his family situation, Mr Smith was not tied to a location.
Today Mr Smith is business manager in a mechanical engineering company with 600 employees, located near Stuttgart. After half a year he accepted the owner’s offer and purchased some shares in the company.
“I never expected this outcome. My whole world had collapsed. My wife and I found a new flat and I found a new field of work, which I really enjoy. Without my consultant, all of this would not have been possible within such short period of time.”
Thank you, Mr Smith!
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