Projects and Gigs can be used to redeploy talent into meaningful work in areas of your business that still require new headcount. If hiring freezes exist this is a great way to solve both redeployment and reduction in external hiring.
The Problem
You are in the midst of a comprehensive restructuring and rebalancing exercise, necessitated by business realignments. Certain job roles are being phased out while simultaneously, there are areas of the business that continue to expand, requiring further resource allocation and hiring. The challenge lies in effectively conducting this rebalancing exercise, minimizing organizational disruption, and strategically utilizing existing talent.
The Reejig Solution
Reejig, as an advanced workforce intelligence platform, provides an end-to-end solution for effective talent management and resource optimization, particularly crucial during our client's rebalancing exercise. Reejig achieves this through three interconnected mechanisms:
Opportunity Creation:
Leaders and managers have a direct avenue to request resources for various projects. Through this functionality, requirements for specific skills, experiences, and roles can be clearly defined and communicated, facilitating effective resource planning.
Available Talent:
Reejig gives you visibility of your employees skills and potential. Employees can register their interest, put their hands up for available work or projects that align with their skills or career goals. This proactive approach enhances employee engagement, unlocks meaningful work for those who may have been impacted by a restructure, and allows the organization to fully leverage its virtual talent bench.
Skill-adjacent Matchmaking:
Reejig enables HR teams to match talent not only based on current skills but also considering skill adjacencies and availability. This capability ensures that at risk talent are prioritised and match to opportunities based on current skills and skill adjacency. This capability is crucial in ensuring that affected employees can be smoothly transitioned into roles where their skills - and potential skills - are needed.
How to measure success with this strategy?
1. Unlocked Hours: The successful reallocation of employees should result in saved time and increased efficiency for the business. This can be measured by measuring the calculated hours of work gained through this redeployment.
2. Successful Pivots: The number of employees from impacted roles who are effectively transitioned into necessary roles or work is a strong indicator of success. This directly links to the reduction in redundancy costs.
3. New Skills Acquired: The development of new skills amongst employees who have pivoted into new roles can be tracked to measure success.
4. Hiring Cost Reduction: An important measure will be a reduction in hiring costs in areas of growth, achieved by leveraging existing internal talent. Comparing hiring costs pre and post-implementation will provide clear insights into cost savings.
By effectively utilizing Reejig, you can ensure a successful rebalancing exercise, maintaining critical skills, minimizing disruption, and reducing costs through optimized resource allocation. Reach our to your customer success director should you need some help from the Reejig team.