The covid-19 health crisis has turned the economic and business world upside down. Many recruitments have been put on hold, pending a recovery in activity, but companies still need skills! <\/p>\n\n
What if Internal Mobility<\/strong> could meet your temporary needs and preserve your skills? Or even share them? A new form has just emerged. <\/p>\n\n We tell you more about Temporary Internal Mobility<\/strong>…<\/p>\n\n We all have in mind the problem of overstaffing experienced by companies linked to the total or partial cessation of activity. For these organizations, GPEC (forward-looking employment and skills management) has never been so important!<\/p>\n\n Indeed, skills requirements have been turned upside down, with partial activities affecting different sites or departments<\/strong> of the same company or group unequally<\/strong>. The challenge for companies is to deal with :<\/p>\n\n And for varying lengths of time, depending on the company!<\/p>\n\n Over the coming weeks and months, some companies will be gradually returning to business. There is therefore a need to consolidate and optimize available resources <\/strong>(between sites\/departments\/BUs and organizations within the same group).<\/strong> <\/p>\n\n Drawing on what happened in the wake of the 2008 crisis, the objective is clear: to avoid a talent drain and maintain our level of expertise.<\/strong><\/p>\n\n What if one of our temporarily-available employees wanted to meet our punctual needs at one of our sites?<\/p>\n\n This is the question on which Temporary Internal Mobility<\/strong> is based. It’s true that internal reassignment, repositioning and internal replacement<\/strong> are HR measures that already exist, but are often \u201cimposed\u201d by the employer. <\/p>\n\n What makes Temporary Internal Mobility different? The employer offers to<\/strong> bring in volunteers<\/strong> to meet a specific skills requirement. This can take the form of one-off assignments, similar to interim management assignments, but this time using internal resources. There’s a sense of provisionality, volunteerism and mutual aid.<\/strong> In concrete terms, how does it work? It’s an internal, multi-site<\/strong>, operational and skills-sharing mobility<\/strong> scheme. <\/p>\n\n How does it work? <\/strong>The employer issues a call for contributions from its employees<\/strong>, who can respond on a voluntary basis. An exceptional assignment or temporary internal mobility contract is then signed by both parties (depending on the legal terms and conditions). <\/p>\n\n This mobility can be likened to geographical mobility<\/strong>. The employee is temporarily transferred. They may remain in the same function\/job, but change location. Or they can be \u201ctime-shared\u201d between 2 departments, if need be. But the employee can also make his or her additional skills available to meet a specific need of the company. <\/p>\n\n Example 1:<\/strong> Damien from the Customer Relations Department, overstaffed in view of the business, agrees to come and work in the warehouse (near his home) for a few hours a week.<\/p>\n\n Example 2:<\/strong> Thierry, from the Caen breakdown center, which is currently closed, is available to go to the Rouen auto center, which is understaffed. He will reinforce the workforce for a few weeks. What are the advantages <\/strong>of Temporary Internal Mobility? <\/strong>As with \u201cclassic\u201d Internal Mobility<\/a> (seen more as CDI or CDD contracts), this temporary mobility enables : <\/p>\n\n1\/ What are the challenges of Temporary Internal Mobility?<\/h2>\n\n
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2\/ Temporary Internal Mobility: optimizing in-house skills!<\/h2>\n\n
Examples: <\/h3>\n\n