Outplacement often has great influence on the involvement of employees in an organisation. This creates a feeling of insecurity: the 'psychological contract' is under pressure. Especially in times of change and uncertainty, it is important that employees receive support to determine their career path, and at the same time take the responsibility for their own development. To build and strengthen trust in the organisation, it key that the leaving employees are supported and find their path as quickly as possible. This is important for leaving employees and for employee retention.

A mobility programme actually has the same goals as a career counseling programme: providing a clear view, insights and answers to questions: Who am I? What are my capabilities? What do I want? The difference is the external focus: we focus only on jobs outside the organisation. During a mobility programme it is also possible to do an assessment as input for further steps/choices.

As of 1 July 2009, the Employability Center of Philips is integrated in our organisation. This facilitates an intensive collaboration between LTP consultants and the mobility professionals of the Employability Center.