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Outplacements and Bench Management - Chancery Pavilion , Bangalore

“The first ever event on “Outplacements and Bench Productivity” received an overwhelming response from across the industry. Senior HR professionals from some of the Bellwether companies attended the event and actively participated across both the sessions. There was an extensive exchange of ideas and views that gave different perspectives to the participants on some of the major challenges facing the industry. The participants mutually benefited from the collective experience of the group. There were concrete steps which were discussed and concluded, that organizations could take during these testing market conditions. The session was concluded with the demonstration of a unique tool, which organizations could leverage for both Recruitment Process Automation and Outplacements. The participants gave highly favorable feedback about the event and were glad with the outcomes and ideas.”
 
Key Outcome of Discussion

1. Responsibility of retaining an employee should lie with the department heads who raise the Man Power Request. This would ensure the hiring is based on long-term perspectives rather than short-term objectives. – Indranil Dey - ITC Infotech.

2. New Projects may not match the skill-set of the bench resources. This force the organization to look at outplacement activity. This mis-match can be avoided through continuous skill upgradation of the resources on bench. – Thiruvenkataraju Ramkumar – TCS

3. Companies have to look at “Assisted Pink Slip”. This will improve the Brand Credibility of the organization and ensures the employee is not placed with the competitor. – Janardana – HireCraft

4. An unhappy employee in an organization could be unproductive. Assisting them in outplacement could be looked as an investment towards productivity rather than as an expenditure - Vijay Sinha – Akuva Technologies

5. Pink Slips and Outplacement can be an emotionally draining exercise for an HR-Executive. An Outplacement Service Provider can talk to the employee objectively without any bondage - Murali – Sapient

Bench Management

1. The responsibility of Bench Resources normally lies with HR. To minimize Bench Strength and take shared accountability, co-ordination and partnering between HR and Operations is critical.- Kameshwari Rao – Sapient.

2. A tool will help the Sales team to know about the skill-set of the bench resources based on which the new projects could be targeted.- Murali –Sapient

3. There were limited specializations in professional education during earlier days, hence people had multiple skill-sets. With introduction of multiple specializations in Engineering, employees suddenly fall short of skills. There is a need for employees to be multi-skilled – Vijay Sinha – Akuva Technologies

4. A tool to monitor and manage the bench is essential. This tool would give the perspective to analyze why certain types of people go to bench. This will help the HR to re-align the hiring and training practices - Mukesh Sharma – Wipro

5. As we move forward, transforming from Intra-Bench Management to Inter-corporate Bench Management will become a reality and necessity.- Janardana - HireCraft

 
Attendees
Oracle WIPRO TCS ITC Infotech Torry Harris
         
SIPS Zenith Mindtek Valtek Reliance Communications
         
   
FreeScale Sapient Akuva Technologies    
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Outplacement – A tool to achieve workforce optimization & CSR - Chancery Pavilion , Bangalore

  1. Outplacement of candidates should be first looked within the group companies of an enterprise, if available, before outplacing to other companies. This minimizes IPR related risks and protects company branding -.Prasad M (People Management)

  2. There are 3 key players in outplacement – employer , employee and the outplacement agency. Out of these the employer and the outplacement agency are business units and the employee is an individual who is most affected. Hence outplacement agencies should focus their efforts towards these affected employees. - Krishnan (ASM Technologies)

  3. During these times, companies should adopt Graceful Exit Policies  to assist employees who are being outplaced, to minimize the impact of outplacement.      – Bhasker (People Management).

  4. Based on the forecasted Business situation, HR should advice employees to mentally prepare for the eventualities. Employees can be advised to enhance their networking skills in the industry to increase their placement opportunities. This minimizes the impact and surprises of outplacements.-  Kaveri (Aricent)

  5. Employees should be encouraged to upgrade their skills horizontally or vertically. This enhances their ability to perform  across different functions of an organization.-
    Ashok  (Microland)

  6. Need for outplacement would be higher during the normal business conditions rather than during recession. This is because during recession the employers have a valid industry accepted reason for outplacing which is not the situation during normal business conditions  – Janardana Hosur (HireCraft)
  7. Outplacement is not just about placing the candidates but also requires counseling to deal with   emotions, stress and new lifestyle. Veena Raut (S2 Infotech)

  8. To Manage Failures and downtrends, organizations should focus on ‘Failure workshops’ which prepare the employees to cope with the stressful situations.      - Kamal Artwani. (Juniper Networks)
  9. Outplacement of candidates should be first looked within the group companies of an enterprise, if available, before outplacing to other companies. This minimizes IPR related risks and protects company branding-.Prasad.M (People Management)

  10. There are 3 key players in outplacement – employer , employee and the outplacement agency. Out of these the employer and the outplacement agency are business units and the employee is an individual who is most affected. Hence outplacement agencies should focus their efforts towards these affected employees. Krishnan (ASM Technologies)

  11. During these times, companies should adopt Graceful Exit Policies  to assist employees who are being outplaced, to minimize the impact of outplacement. - Bhasker(People Management).

  12. Based on the forecasted Business situation, HR should advice employees to mentally prepare for the eventualities. Employees can be advised to enhance their networking skills in the industry to increase their placement opportunities. This minimizes the impact and surprises of outplacements. Kaveri – Aricent

  13. Employees should be encouraged to upgrade their skills horizontally or vertically. This enhances their ability to perform  across different functions of an organization. Ashok  Microland

  14. Need for outplacement would be higher during the normal business conditions rather than during recession. This is because during recession the employers have a valid industry accepted reason for outplacing which is not the situation during normal business conditions  – Janardana Hosur

  15. Outplacement is not just about placing the candidates but also requires counseling to deal with   emotions, stress and new lifestyle. Veena Raut – S2 Infotech.

  16. To Manage Failures and downtrends, organizations should focus on ‘Failure workshops’ which prepare the employees to cope with the stressful situations. Kamal Artwani. (Juniper)
 
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Upcoming Event
June 5th 2009 - Mumbai
 
   
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