With advent of COVID-19 , we had plenty of releases from
billable assignment to bench or practice deploy-able pool PDP. We need to redeploy them.
Definition on Redeployment - solution that facilitates the
organized movement of talent from one role or business area to a different,
suitable position within the organization
What is Bench / Redeployment Pool? Bench period is the time between the assignments.
The policy various from company to company.
In IT sector, whenever there is demand or a new requirement
open, we check for internal pool / bench and then only take the lateral hiring
route.
There are 2 perspective of the Bench / Redeployment Pool:-
·
Company
·
Associate
Company - they
are under pressure to
control the cost of the
bench of
these associates and also place
them in
billable opportunities ASAP
- reap
the revenue and profit.
It needs to retain skill / knowledge /talent. It is very
vital and critical too.
Should arrange for internal job fair, get self-proposals
from the associates and take it forward for internal and then client
evaluation.
Right Associate Right Assignment Right time - Need to customize
the demands and the associate. But we need to
prep the associate to fit
the position and any give or take
need to convince the client
to make
it happen.
Networking Opportunity - Make associate available not only
for our practice. Make them visible across the organization; it is a Win-win
situation. Associate gets an assignment,
Company he / she is billed, Practice - Less Bench Cost.
Tweaking the Process -
When PDP is high, make the associate available on 'First Cum First Serve' basis, instead of
soft lock. This not only hastens the process,
but also helps the associate in trying multiple options. We might end up having
double booking - but it is good problem to have.
Person to be in close connect with the employees than any app/
system. We maintain a one on one
relationship on slow moving cases either
o
They are new to the Bench process.
o
They have other difficulties, which they are
not willing to share. - cannot relocate
own a house / kids going to high
school , spouse working , prefers warmer climate.
o
Working offline with hiring managers - which we
are not aware.
Associate
They want to grow, learn and advance in their career.
Anxious about their next assignment - this level of anxiety
varies with Skillset and Seniority. Junior level associate, redeployment is easier
and faster. For senior level associate, especially with Niche Skilled
associates, we need have matching demands at that point in time.
Location Preference /Constraint.
Need to work closely, to make them understand their value, skills
and available options.
FAQ
|
# |
Question |
Answer |
|
1 |
Who are eligible for Redeployment |
Both
the full time employees and our Sub contractors with good feedback. |
|
2 |
Redeployment
with / without department transfer? |
Will try
within the department , to
retain his expertise else we
can let go for other departments in the organization |
|
3 |
How
does redeployment work – duration / soft lock / relocation? |
Redeployment
as per the company’s bench policy |
|
4 |
During
the redeployment period, what support is given? |
Hiring
manager preps and take you forward Coordinate
with Academy /Training for additional
training |
|
5 |
Can an
associate turn down a redeployment option. |
Redeployment
as per the company’s bench policy. Max of 2 rejection is OK, more ends up in termination.
|
|
6 |
What
happens at the end of redeployment - without an assignment? |
As per
the company’s bench policy, termination will be processed |
Advantages
·
High performing talent to stick with the
company and make use of their expertise.
·
Redeployment is a solution to reduce the
attrition in the company.
·
Lowers the Employee churn and enhance the
Employer Brand, in the time of uncertainty.
·
Help the associate to avoid job hunt – take
care of his/her career forward through upward trajectory, based on his/her
personal goals.
·
Reduces cost - recruiting, hiring, on boarding
new hires.
·
Up-skilling and redeploying the associates, with
our company DNA, adds more value.
·
Increases the employee’s satisfaction and morale
with the business that employs them. Also, boost their commitment.
The company that properly adjust reorganize its own
associates rapidly makes more revenue and Profit. Yes, it consider its employees as one of
powerful resource and hence becoming an asset.
Note: Took care of redeployment of our Bench during this COVID, because of remote working option, we had 75% increase in redeployment. Refer my blog on https://suchiguna.blogspot.com/2020/02/remote-working.html One of the Leaders mentioned 'You and your team are our front line' 🙋
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