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These steps help sustain a company’s reputation & retain critical human talent, which greatly aid rebuilding efforts at a later stage.

In the event of a company restructuring or redundancy, management seldom sees the need to invest in an outplacement exercise: Why spend funds on exiting employees, when it was financial difficulty that resulted in retrenchments?

Find out how to painlessly transition from one job to another with skills & tips from a Career Transition Program.

As if a retrenchment is not already painful for employees, many companies make matters worse by executing the process poorly.

If it is not executed humanely, professionally and tactfully, an outplacement exercise can impact the morale of both retrenched and retained employees, as well as the company’s ability to hire talent at a later stage.

A recent survey indicated that almost 90% of top leaders in large corporations have not heard of the term VUCA; short for volatility, uncertainty, complexity, and ambiguity.

VUCA, short for volatility, uncertainty, complexity, and ambiguity, has become a trendy managerial acronym. It depicts the dynamics of today’s business environment where change is the only constant in this fast-paced world. Only the organisations that are equipped to deal with the VUCA world would thrive and succeed in the competitive business environment.

Calent3 is part of the SPRING Singapore pool of approved HRSS service providers available to SMEs under the Capability Development Grant (CDG) umbrella. The aim of HRSS is to assist in improving and optimising operational efficiency in HR processes. SMEs wishing to adopt HRSS will be able to utilise Calent3′s expertise in the following three areas: