Hey Friends,
I am once again leveraging this channel of highly talented pool of HR professionals to get answers to some of my questions and am sure, I shall be successful in this endevour.
I want to understand "the management of people on bench". People from IT Indistry would be able to identify with me faster than anyone else, since it's a common term used there.
For all the others, let me define it- bench is essentially a pool of people who have got rolled off from their respective projects because either the project has ended and there is no more opportunity to utilize them currently in the same account, or they had been under performing.
Most of the IT companies maintain some % of bench strength so that as and when business needs come, they don't end up hiring fresh people from market and hence can kick start on a project immediately.
However, it leads to lot of job insecurity and demotivation for people on bench and hence are potential cases of exit.
Also, maintaining a bench strength leads to revenue loss for the organization, since they are not contributing to business but are still drawing huge salaries.
I want to understand from you guys, what are the best practices followed in industry/ creative ideas to manage these people both in terms of people management practices and also from business management perspective of minimizing revenue loss from this account.
I am sure, I would be able to get valuable inputs from this group on this topic.
regards
Shikha
From United Kingdom
4I am once again leveraging this channel of highly talented pool of HR professionals to get answers to some of my questions and am sure, I shall be successful in this endevour.
I want to understand "the management of people on bench". People from IT Indistry would be able to identify with me faster than anyone else, since it's a common term used there.
For all the others, let me define it- bench is essentially a pool of people who have got rolled off from their respective projects because either the project has ended and there is no more opportunity to utilize them currently in the same account, or they had been under performing.
Most of the IT companies maintain some % of bench strength so that as and when business needs come, they don't end up hiring fresh people from market and hence can kick start on a project immediately.
However, it leads to lot of job insecurity and demotivation for people on bench and hence are potential cases of exit.
Also, maintaining a bench strength leads to revenue loss for the organization, since they are not contributing to business but are still drawing huge salaries.
I want to understand from you guys, what are the best practices followed in industry/ creative ideas to manage these people both in terms of people management practices and also from business management perspective of minimizing revenue loss from this account.
I am sure, I would be able to get valuable inputs from this group on this topic.
regards
Shikha
From United Kingdom
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Managing tomorow's people.pdf
Managing People.ppt