Scaling An International Rotation Program
- A quarterly international rotation program was set up by the client to bring experienced talent to assist with launches in new markets
- It had a huge impact on employees’ ability to self-grow their career, but the cost of administration was high (200+ hours/quarter)
- Beamery reduced administration cost by 10x and employee participation grew by 20%
Prior to deploying Beamery Grow, the client had run an internal rotation program for 3 years across around 40 participating countries. The program was run through Google forms, offline spreadsheets, and manual processing of program data: from program descriptions to prioritization, approvals, openings, candidate review & acceptance, etc. All communications and administration was led by the people operations mobility team.
The average effort to complete one round of the program was calculated to be approximately 200 hours of work, repeated quarterly. They had a valuable program with proof of engagement, realized business impact, and talent brand lift. People also had an improved perception of their careers (and prospects) at the business, but the process itself was unsustainable. Due to the high cost of administration, the program was fatiguing to management and unable to scale for a wider audience, limiting its potential effectiveness.
The Approach and Implementation
The client wanted to replicate the elements of the program that were already working, but make impactful improvements to the experience for both managers and internal talent. Working with Beamery Grow, they were able to set up a platform to better manage the placement of employees in short-term gigs. The platform guided people to gigs, recommended opportunities, smoothed the application process, reduced consideration time, and increased transparency. There were two weeks of initial setup, including integration with Workday, configuring workflows and approval rules, and user training. We were able to support existing eligibility policies as well as visibility rules (hiding people’s exact locations, for example) and help the client review candidate applications while keeping people’s identity private.
INCREASE IN EMPLOYEE PARTICIPATION
Employee participation in the program rose 20%, with 97% reporting satisfaction with the process.
REDUCTION IN ADMINISTRATION
The entire program took 20 hours to administer end to end, a 10x reduction in cost (the equivalent of four FTE).
20% MORE FEMALE REPRESENTATION
The client reached 50/50 gender balanced placement, an improvement over prior program periods.
PROGRAM LEVERAGE & EXPANSION
Due to efficiencies gained, the eligible employee population doubled and two additional business units were added the quarter after launch.