TERMINATED from his position as a journalist in an important newspaper for lack of imagination: Walt Disney

REJECTED by a recording music company, for reasons their music was old fashioned and did not like the sound: The Beatles

FIRED from an art drama school for being too shy: Lucille Ball

ABANDONED by its basketball team, crying his soul out: Michael Jordan

NEGLECTED by its teacher, considering him as stupid, was oriented towards a job fitting his pleasant personality: Thomas Edison

FAILED twice starting his own business, depressed due to the death of a close relative, dismissed and re-elected: Abraham Lincoln

• TO LIVE FULLY MEANS ALSO TO TAKE SOME RISK

• Trust your potential and keep faith!

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Responsible for your own professional path
 
Organizations are evolving much faster and more often then previously. Mainly due to febrile economical cycles and greater instability, this evolution often results in increased competitive pressures on various markets at international level.  The consequences on the organizational environment imply frequent changes, requiring employees to be more flexible and adaptable.  It is thus probable that an employee performing well in an organizational context type “X” may not have the skills or competences to face the challenges in a new organizational context type “Y”.  To face those challenges, employees need to be prepared and ready to endorse the responsibility for their own professional path.

For many years now, General Management and the Human Resources function encourage and support this accountability.  However, the reality is that human beings are still resistant to change, particularly when it affects their comfort zone.  Human Resources are counseling employees during these changes, but are themselves sometime facing limited resources, time and lack of tools.

To reinforce this message of accountability and help employees become owners of their professional path, professional transition services can be provided.  Too often, professional transition is linked to « outplacement » only.  However, when started early while the employee is still on-the-job, it contributes in guiding and helping them to be well prepared for the internal job market.  « Inplacement » will encourage employees to be responsible of their professional path and will provide them with tools to be well prepared for the internal recruitment process, as well as working efficiently their internal network.

« Inplacement » is an adaptable and efficient tool that helps employees become competitive internally, as well as prepare them to extend their search on the external market, if the situation evolves towards an «outplacement» situation.
 
INPLACEMENT: an efficient solution to a responsible career path.