Understanding Capgemini's Bench Period: Duration, Impact, and Mitigation Strategies

When considering a role at Capgemini, one of the common concerns for potential and existing employees is the bench period. This article aims to provide clarity on the duration and impact of a bench period, as well as strategies to address the challenges associated with being on the bench.

What is the Bench Period?

In the context of Capgemini, a bench period refers to the temporary status of an employee who has been let go from a particular project or assignment but has not yet been assigned to a new one. While Capgemini does not impose a strict maximum bench period, the duration can vary widely and is influenced by various internal and external factors.

Impact on Profits and Career Progression

The length of a bench period can have a notable impact on the profitability of each business unit within Capgemini. As explained by an HR representative, 'having people on the bench did affect the profitability of each business unit.' This is due to the fact that the company needs to ensure it is not underutilizing its resources. After a few months, the absence of billable hours becomes apparent and is consequently addressed.

To mitigate these issues, Capgemini employs several strategies:

Internal Projects: Employees are often directed towards internal projects that do not necessarily billable hours but help in skill development and team cohesion. Sales Support: Employees may support sales teams in generating new business opportunities. Changing Business Units: Adjustments to the employee's department or division can also help in finding a suitable fit. Training: Offering training programs can help employees enhance their skills and prepare for future projects.

Legitimate Reservations for Future Projects

Some employees may be temporarily placed on the bench because they are being reserved for a forthcoming project. Capgemini often requires clients to specify the individuals and their skills who will start on a project. This can significantly delay the assignment since contract negotiations can take many months.

A common practice is to reserve key individuals months in advance, especially for large and high-profile projects. Therefore, some employees may be on the bench for extended periods due to the nature of these commitments.

Employee Concerns and HR Response

Employees generally do not like being on the bench for long-term periods. The primary concerns revolve around uncertainty and the lack of career progression. According to an HR representative, 'no one liked being on the bench for a long period,' and this situation can be particularly challenging for employees.

It is important to note that while the bench period may not always be the fault of the employee, it is a common practice in the industry. Efficient consultancies like Capgemini rely on a bench to swiftly resource new contracts. If the number of contracts ending is not sufficient to provide enough free resources, the bench may need to expand temporarily.

Conclusion

Capgemini manages the bench period through various strategies, ensuring that employees do not remain idle for extended periods. Understanding the reasons behind the bench period and the available mitigation strategies can help employees navigate this transition more effectively. For the most accurate and current details, it is advisable to consult the company's HR policies or speak directly with an HR representative within Capgemini.