Dr. Gary Olney, CEO of AMR, states, “For 33 years, AMR’s outplacement services have provided strategies, solutions, support and education for organizations and individuals.”
AMR’s outplacement services are based on research and professional career counseling standards. AMR’s services are utilized by organizations and individuals undergoing transitions.
AMR OUTPLACEMENT SERVICES include:
- Services tailored to fit your budget and meet the needs of your employees.
- Choice of individual, workshop, seminar, or career center outplacement delivery methods.
- Personalized counseling and services are provided that mean the most to each client in helping individuals through the difficult transition.
- Increased use of technology and online resources.
- Equal partnerships with AMR between former employees and employers.
- Access to tools to develop critical skills and special content matched to careers.
- Quickly connect with outplacement services and maintain those ties until the individual achieves his/her goals.
Outplacement services include one-on-one counseling and coaching, with career marketing & development tools, email e-learning, and teleconferences to meet the learning styles of the different clients.
Coaches have wide-reaching backgrounds and knowledge of various industries and functions. Coaches provide individualized services and develop effective strategies.
Customizing services to each client is what means the most to AMR’s clients. AMR helps clients determine possibilities.
Displaced employees are not necessarily just seeking jobs like they had in the past. Frequently, they change career directions and seek assistance with changing job functions and industries, and explore a range of work/life options and entrepreneurial alternatives.
Of AMR’s outplacement clients, 37% found new positions through networking, 61% answered an on-line or print ad, and 2% other.
Today, employers and employees want more choices of how services are provided. AMR provides a choice of how clients can take advantage of services, whether from home, office, a combination, or a career center.
AMR’S OUTPLACEMENT PROCESS WITH INDIVIDUALS is as follows:
- Assessment Process: Determine strengths, skills, abilities, accomplishments, interests, satisfiers, dissatisfiers, possible career alternatives, and “best fitting” environments through testing assessments.
- Job Search Materials and Marketing Plan: Develop competitive marketing materials with Accomplishments, and Benefits including resumes, profiles, and letters. Develop a marketing plan with job search goals, activities, and timelines; identify specific career alternatives; and utilize market research and internet job sites.
- Interviewing: Develop a database of Skills, Accomplishments, and Benefits in preparation for interviewing. Prepare for the most difficult interview questions; handle group and stress interviews; and effectively present skills, accomplishments, and benefits. Learn the best techniques for handling a Behavioral-Based Interview through practicing how to respond specifically to questions regarding Performance and Technical Skills.
- Networking: Teach effective networking skills to get the appointment, establish rapport, identify needs, and ask for referrals. Learn to apply marketing materials in networking.
- References: Provide reference consultation and development.
- Negotiations/Closing: Help the Client evaluate alternatives and negotiate the best employment compensation.
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Promotes greater savings through:
Helps to maintain the morale and productivity of other remaining employees.
Promotes a positive image of your organization to your various publics.
Facilitates transitions following dismissals due to performance problems, management style, company relocation, consolidation, new management, merger, or acquisition.
Avoids further deterioration of an already unpleasant situation for your Organization as a whole, for the peers and bosses of the individual, and allows your Organization to get on with its business.
- reduced severance packages;
- the ability to act quickly on a necessary termination situation, thus saving on continued salary and benefits for that employee;
- a positive impact on unemployment compensation payments; the job search campaign starts immediately, thereby decreasing the amount of time the terminee is likely to remain unemployed.
Reduces the potential for lawsuits or EEO actions.