Factors that assist and hinder the success of outplacement counseling services

The purpose of this study was to identify and provide information on the factors that assist and hinder the success of outplacement counseling services. A company in Korea was selected for this study. This study reported on a phenomenological case study that applied two methods of data collection: semi-structured face-to-face interviews with 5 retirees and 3 outplacement experts and document analyses. The case study results indicated that many factors can affect and interact with one another for effective outplacement services are as follows: · individual characteristics(retrirement readiness, age, dignity, confidence, locus of control, etc.), · factors that affect reemployment or starting one's own business(a new job readingalignment among career goals, aptitude, new jobsexpertisenetworkmarketing and business skillsfamily supportjob networking infrastructure, etc.), · outplacement characteristics(communication strategies, outplacement readiness, customized services, organizational culture, the practicality of program contents, resistance from labor union, etc.) The improvement schemes found in this study were as follows: First, the outplacement program should be implemented as a part of human resource planning strategy based on a triple-win mindset of those related to the program such as the corporations, retirees, and consulting firms. Second, outplacement services make the necessary adjustments to ensure that retirees are effectively aligned with their career goals, needs, current competencies, and competencies required for new jobs. Third, retirees need to take a proactive job hunting efforts whiling maintaining the balance between work and life. Fourth, outplacement consultants should role as a total life career instead of a temporary career transition supporter in outplacment. Fifth, person-outplacement service-job matching infrastructure should be built. The outplacement srevice is not simply a retirement management activity, but a human resource planning strategy, a human resource development activity to provide the job competensies required in the labor market, and a lifelong learning in that it supports self-development and efforts for improving the quality of life. Therefore, the outplacement service should be operated as a core process of human resource system and will be even more effectively run when operated under the management philosophy of putting people first