Personalnedskärningar är ett resultat av det pågående oroliga arbetsmarknadsläget. Flera aktörer jobbar idag med servicetjänsten omställning vilket är en hjälp för arbetsgivare att hantera nedskärningar och övertalighet genom att få uppsagda medarbetare att komma vidare i ny sysselsättning. Trots en lågkonjunktur har omställningsarbetet visat på uppnådda lyckade resultat. Studien undersöker och sammanställer individers upplevelse av att genomgå ett omställningsprogram samt undersöker vilka faktorer som har betydelse för individers hantering av stressen i denna påfrestande arbetslivsrelaterad förändring. Tillämpningen av problemfokuserad coping undersöktes bland 71 deltagare som genomgått omställning i antingen kommunal eller privat sektor. Resultatet visade att deltagarna tillämpade problemfokuserad coping i relativt lika stor utsträckning oavsett yrkessektor. För den privata sektorn framstod slutligen ålder som mest betydelsefull copingprediktor, medan utbildningsnivå och selfefficacy hade störst betydelse för copingen bland deltagarna från kommunal sektor. Studien ger upphov till tankar om copingens roll i omställningsprocessen samt motiverar fortsatt forskning inom detta spännande arbetslivsområde

Syftet med studien är att belysa upplevelsen av vilka faktorer som är av betydelse i en omställningsprocess ur jobbcoachers perspektiv. För att få ett svar på det användes kvalitativ metod vilka bestod av semistrukturerade djupintervjuer. Fyra jobbcoacher på fyra olika omställningsföretag har intervjuats. Deras arbete innebär att skapa målbilder, få syn på viktiga egenskaper och att identifiera hinder för att med hjälp av olika metoder och strategier komma runt dessa. Resultatet visade att marknadsföring, CV och intervjuträning inte bara var ett komplement utan bidrog dessutom till att deltagarnas självförtroende stärktes. Med hjälp av en ansökan med hög kvalitet, att söka ett fåtal arbeten som är relevanta och möjliga att få med tanke på individens situation, får man ett bättre resultat än när man sökt många arbeten utan relevans. Deltagarna återgick snabbt till ny sysselsättning genom att flexibla metoder och strategier individanpassades, vilket gav ett bra utfall.

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Competitive environment exacts from companies to be flexible; solving the redundancy becomes commonplace for them. This work has for object outplacement programs in two companies. Based on analysis of these programs there are defined principles for formation and realization of outplacement program in general.

Graduation thesis deals with the outsourcing of payroll accounting. The first part of graduation thesis provides the information about outsourcing as such, specifications of the basic terms, the historical development and the life cycle of outsourcing. The part about outsourcing of payroll accounting summarizes the advantages and disadvantages of using outsourcing from the client and provider perspective. A practical example compares the internal and external processing of payroll accounting.

The diploma thesis deals with the using of outplacement by companies, that are headquartered in the South Moravian Region. The main objective of the thesis is to find out what is the extent of using the service by the companies. Another objective is to discover reasons why companies don’t use this service. In the thesis, there is also found out what are working population’s preferences in outplacement. Within the diploma thesis, there were executed two questionnaire surveys – the first one among companies, the second one among working population. Data obtained from these surveys were statistically evaluated. There were determined main problem areas, based on the results of the surveys. Then, there were made recommendations for South Moravian companies.

The aim of this thesis is to describe the process of outplacement and its impact on redundancies. The first chapters are devoted to the dismissal of employees, their consequences and corporate social responsibility. The next part is devoted to defining the concept of outplacement, its history, content, form and process. The last and main part of this thesis deals with the psychological aspects of layoffs and outplacement and their connection with psychological counseling. The empirical part focuses on the contribution of individual outplacement for redundant employees and evaluate its effect on the mental state of these employees during and at the end of outplacement project. Key words Outplacement, redundancies, dismissals consequences, psychological aspects of redundancy and outplacement, corporate social responsibility

Made available in DSpace on 2016-04-04T18:28:05Z (GMT). No. of bitstreams: 1 Andrea Gualberto de Macedo Bottcher.pdf: 1924275 bytes, checksum: 2bd70a4959c12f1106d010104b9c0d53 (MD5) Previous issue date: 2012-02-24 / Pontif?cia Universidade Cat?lica de Campinas / The literature about labor market comprehends increasingly the concern about the well-being of company s professional. Also is increasing the study about the wealth of people who are available to work, in other words, who are unemployed. The business world develops a demand that requires the capacity to adapt even faster and in a distinguished way. A great deal of psychological disturbs have an important component about the difficulties on communication and personal relationships. This research aimed to identify, describe and relate stress, social skills and personal differences in men who are in process of professional outplacement to a manager position. The sample included fifteen men between 35 and 55 years old, that were entailed with the outplacement service (career counseling) of two different human resources consultancy placed in Curitiba-PR. The instruments apllied were the Inventory of Stress Symptoms from Lipp (ISSL), Inventory of Social Skills from A. Del Prette and Z. Del Prette and a customized Identification Questionnaire especially developed for this job. The main results were: 1) The longer it takes in search for employment, the worse is the perception of social skills; 2) The younger is the professional, the worse is the perception about his own social skills; 3) The higher is the payment, the better is the avaliation of social skills. It was noticed that the men understand the conceptc of social skills as a synonym for a "good network". The conclusion was that the individuals use strategies focused on problem solving for outplacement, emphasizing the importance of the networking and the cognitive aspects (recycling or updating training and language courses, for example). They rarely pay attention to the general health and the social skills as a whole. When the individuals understand their performance, the context and the strategies of coping for stress management and of development of social skills, they will go through this transition with a better quality of life. / A literatura sobre o mercado de trabalho aborda cada vez mais a preocupa??o com o bem-estar dos profissionais nas organiza??es. Tamb?m est? crescente o estudo sobre a sa?de dos indiv?duos dispon?veis para o mercado de trabalho, isto ?, desempregados. O mundo corporativo cria demandas que exigem das pessoas uma capacidade de adapta??o cada vez mais ?gil e diferenciada. Grande parte dos transtornos psicol?gicos tem um importante componente na dificuldade de comunica??o e nas rela??es interpessoais. O presente estudo buscou identificar, descrever e relacionar stress, habilidades sociais e vari?veis pessoais em homens em processo de recoloca??o profissional para cargos de ger?ncia. A amostra incluiu quinze sujeitos entre 35 e 55 anos de idade, que se encontravam vinculados ao servi?o de outplacement (aconselhamento de carreira) de duas consultorias de recursos humanos localizadas em Curitiba-PR. Os instrumentos aplicados foram o Invent?rio de Sintomas de Stress de Lipp (ISSL), o Invent?rio de Habilidades Sociais (IHS), de A. Del Prette e Z. Del Prette, e o Question?rio de identifica??o elaborado para esta pesquisa. Os principais resultados encontrados mostraram que: 1) Quanto mais tempo de busca de emprego, pior ? a percep??o das habilidades sociais; 2) Quanto mais novo o profissional, pior a avalia??o que ele faz de suas habilidades sociais; 3) Quanto maior a remunera??o, melhor ? avalia??o das habilidades sociais. Foi percebido que os sujeitos usam o conceito de habilidades sociais como sin?nimo de um bom network . Concluiu-se que os sujeitos utilizam estrat?gias focadas na resolu??o do problema para a recoloca??o profissional, enfatizando a import?ncia da rede social e dos aspectos cognitivos (cursos de atualiza??o e idiomas, por exemplo), muitas vezes n?o cuidando da sa?de de forma integral. Acredita-se que com maior clareza de seu funcionamento, do contexto e de estrat?gias de controle do stress e de desenvolvimento das habilidades sociais, os indiv?duos passar?o por esta fase de transi??o com maior qualidade de vida.

Made available in DSpace on 2016-04-28T20:19:15Z (GMT). No. of bitstreams: 1 2004- Andre Luis de Carvalho.pdf: 823383 bytes, checksum: e5aaa9cd4a2253c1f69164dc8f9c6e9e (MD5) Previous issue date: 2004-11-29 / Before demands from organizational restructures, though of fusion, acquisition, privatization or any another form of organizational reconfiguration join the downsizing process, the lay-off, generally in mass, established presence in every organizational environment. Not obstante this situation, several other factors that progressive support of the job in front to that hard situation for worked society, the present research approaches the question of responsible lay-offs, an enterprise action innovator based in French model obligatory called social plan of driving of dismissed professionals, providing them, through specialized programs of accompaniment the dismissed, the necessary support for acquisition of the new proposal of job and income, in service for present conception of the corporate social responsibility in the Brazilian setting. Among the new alternatives of labors to the egresses stand out the possibility of the entrepreneurship, cooperative work and autonomy are distinguished it as alternatives forms to the paradigm job. The objective this research is to add information to the study of the subject in epigraph reinforcing your relevance with the world trend of unemployment, reinforce the private participation in the driving of social problems. Towards the execution this explorer study, based on bibliography research, relative to the themes in question, case studies about some real experiences adopted recently for reorganized companies, approaching its contexts in the occasion. Beyond one it searches for checking the outplaced in social lay-off perceives its new situation of work with relation to the previous one. The results of this work point to the positives aspect of the companies to adopt this type of procedure in its practical of collective lay-offs. / Diante das permanentes demandas de reestrutura??es organizacionais, sejam por processos de fus?o, aquisi??o, privatiza??o ou qualquer outra forma de reconfigura??o organizacional ligada aos processos de downsizing, a demiss?o, geralmente massiva, estabeleceu onipresen?a no ambiente organizacional. N?o obstante a esta situa??o, encontram-se diversos outros fatores que alimentam progressivamente a precariza??o e escassez do emprego. Frente a esta dura realidade para a sociedade trabalhadora, o presente trabalho aborda a quest?o das demiss?es respons?veis, uma pr?tica empresarial inovadora, baseada no modelo compuls?rio franc?s denominado Plano Social, de condu??o dos profissionais demitidos, proporcionando-lhes, atrav?s de programas especializados de acompanhamento ao demitido, o suporte necess?rio para aquisi??o de novas possibilidades de trabalho e renda, em atendimento ? concep??o vigente dos princ?pios de responsabilidade social empresarial no cen?rio brasileiro. Dentre as novas alternativas de frentes de trabalho aos egressos destes programas destacam-se a possibilidade de empreendedorismo, trabalhos cooperativados e aut?nomos etc. como formas alternativas ao paradigma emprego. Objetiva-se com este trabalho agregar informa??es ao estudo do tema em ep?grafe refor?ando a sua pertin?ncia com a tend?ncia mundial de desemprego, despertando a participa??o privada na condu??o dos problemas sociais. Para a realiza??o deste estudo explorat?rio, utilizou-se uma pesquisa bibliogr?fica relativa aos temas em quest?o, bem como se fez uso de algumas experi?ncias reais adotadas recentemente por empresas reestruturadas, abordando-se seus contextos na ocasi?o de implanta??o do processo de demiss?o, resultados obtidos com os demitidos e suas conseq??ncias para os mesmos. Al?m de uma pesquisa voltada a verificar como o ex-empregado afetado por um processo de demiss?o respons?vel percebe sua nova situa??o de trabalho com rela??o ? anterior. Os resultados deste trabalho apontam para uma viabilidade de as empresas adotarem mais este tipo de procedimento em suas condu??es de demiss?es coletivas, uma vez que esta pr?tica socialmente respons?vel, mas acima de tudo, estrat?gica, afeta positivamente profissionais, empresa e sociedade, ao minimizar os diversos impactos a todos os atores sociais envolvidos direta e indiretamente no processo.

Aline Bingen a fait le pari de tenter de comprendre ce que c’est que de perdre son emploi à la suite de restructurations ou de fermetures, en étudiant des cellules de reconversion, les mesures d’accompagnement des salariés licenciés, et en s’intéressant aux trajectoires sociales et professionnelles d’une vingtaine d’entre eux. <p>La question qui la préoccupe est notamment celle du devenir des collectifs. Question très pertinente quand on sait à quel point les collectifs de salariés jouent un rôle décisif non seulement pour l’élaboration de savoirs pratiques constitutifs du travail réel (par opposition au travail prescrit), mais aussi pour donner du sens au travail, lui redonner de la dignité et apprivoiser les pénibilités liées aux conditions dans lesquelles il se déroule. Les collectifs gèrent à leur façon le mal-être au travail et l’interprètent à travers le prisme d’une morale et de valeurs en lien avec les enjeux économiques et politiques de la société.<p>La perte d’emploi, la nécessité de se former pour retrouver du travail précipite les salariés dans une situation particulièrement périlleuse pour eux, précisément parce qu’ils sont confrontés de façon personnalisée, hors de tout collectif, à l’épreuve du reclassement.<p>Comment cela se joue-t-il concrètement ?C’est ce que Aline Bingen cherche à analyser dans sa thèse à partir d’observations et d’entretiens approfondis. Du moins dans la deuxième partie de sa thèse, car elle consacre la première à un retour sur les politiques publiques au niveau fédéral, pour identifier les empreintes de « l’Etat social actif » depuis les années 60 en matière d’accompagnement des licenciements collectifs, et plus particulièrement en région wallonne depuis les années 70.<p>Dans cette première partie, on peut féliciter l’auteure pour l’ampleur de ses recherches et sa volonté d’exhaustivité. Il y a là un travail dont on peut penser qu’il sera fort utile pour tous ceux qui sont intéressés par cette question du rôle de pouvoirs publics dans la gestion des reconversions des fermetures et des licenciements collectifs. On découvre la tendance inexorable vers plus d’individualisation et de mise sous condition de l’accès aux droits sociaux.<p>La deuxième partie quant à elle révèle les qualités d’Aline Bingen en tant que chercheure de terrain, son respect des personnes interviewées, la qualité de son écoute, la finesse de ses interprétations, la confiance qu’elle obtient des ces personnes pourtant en situation difficile. Les larges extraits qu’elle offre au lecteur, et qui témoignent de sa volonté de ne pas imposer d’analyses trop abruptes et rapides, sont absolument passionnants. Ils permettent d’avancer dans la compréhension des enjeux, des difficultés, des épreuves qui scandent le parcours de ces travailleurs licenciés et aux prises avec les dispositifs institutionnels de reclassement mais aussi des ressources de différentes natures dont ils disposent et parmi lesquelles figurent notamment les délégués syndicaux. Mais ils permettent aussi en contrepoint de comprendre ce qui faisait que ces travailleurs tenaient à leur travail et tenaient au travail. De comprendre l’importance des règles du jeu qui les liaient à leur entreprise, à leur employeur et qui volent en éclat au moment où il s’agit de préparer les licenciements. Une fois dehors de l’entreprise à la suite d’événements qui les renvoient à leur situation de salariés liés par le seul biais d’un contrat salarial de subordination juridique, l’idée d’un retour dans une entreprise de même nature leur paraît insoutenable. <p>Cette deuxième partie riche, originale et dense, fait un pendant particulièrement efficace à la première qui est de nature plus abstraite et plus informative. Ensemble, elles construisent un parcours de recherche qui témoignent des qualités de chercheure d’Aline Bingen. / Doctorat en Sciences politiques et sociales / info:eu-repo/semantics/nonPublished