11. Redeployment and Reskilling
1. Understanding Redeployment
- Redeployment is securing alternative employment for staff displaced due to organisational change, modernisation, capability issues, or ill health.
- Aims: Best use of skilled personnel and providing learning opportunities.
2. Guiding Principles of Redeployment
- Fair and transparent process.
- Respect for employee rights and dignity.
- Support for affected employees.
- Alignment with organisational goals.
3. Key Issues in Redeployment
- Identifying surplus staff.
- Matching skills with new roles.
- Employee consent and willingness.
- Avoiding discrimination and victimisation.
- Maintaining morale and trust.
4. Policy Framework for Redeployment
- Clear policy on eligibility, process, and entitlements.
- Involvement of HR, line managers, and unions.
- Support mechanisms (counselling, training, financial assistance).
5. Redeployment in India (VRS and NRF)
- Voluntary Retirement Scheme (VRS): Employees opt for early retirement with benefits; used for downsizing.
- National Renewal Fund (NRF): Government fund to support restructuring, modernisation, and redeployment of workers in public sector units.
- Both aim to reduce surplus manpower while providing social security.
6. Reskilling: Meaning and Importance
- Reskilling is training employees in new skills to adapt to changing job requirements.
- Importance:
- Helps in technological upgradation.
- Supports career mobility and employability.
- Reduces obsolescence of workforce.
7. Reskilling Process
- Identifying skill gaps.
- Designing reskilling programmes.
- Selecting trainees.
- Conducting training (on-job/off-job).
- Evaluating effectiveness.
- Placing employees in new roles.
8. Reskilling through Distance Mode
- Uses correspondence, online courses, and e-learning.
- Advantages:
- Flexible and cost-effective.
- Suitable for working employees.
- Wide reach across locations.
- Challenges:
- Need for self-discipline.
- Limited hands-on practice.
- Requires good IT infrastructure.
