The National Mineral Development Corporation (NMDC) extended the reach of its 60th anniversary celebrations by including its retirees in the exercise in a manner they can never forget. They were featured in a documentary that would serve as a permanent digital history of the people that had served the organisation.
More than that, the voices of these retirees were being recorded for current and future workforces, helping them to gain a sense of NMDC’s culture.
“Not many of the present generation are aware of the working conditions in the iron-ore mines at Kirandul then. This documentary will be an eye-opener to them,” says M.P.J. Pillai, general secretary of the Kerala chapter of NMDC Retired Employees’ Association, which gathered retirees from various pockets of the State for the filming of the documentary.
The retired workforce of an organisation is a resource, a fact that is beginning to dawn on corporates. In many cases, retiree groups function much like school or college alumni networks, and show an interest in the development of the organisation they have left.
In fact, in corporate circles, a new term is gaining currency — “corporate alumni”, which refers to former employees of an organisation.
Corporate alumni can serve as unpaid brand ambassadors, are capable of providing inputs that will help the management to a better understanding of current critical issues and there is also the possibility that some of them could be “rehired” for specific projects.
Post-retirement, Mohan Verghese Cherian, former general manager, HR — Southern Sector, ONGC, is serving the organisation as a trainer.
He says, “An organisation’s former employees can serve as its talent as well as corporate brand. That is, if they come back with new skill sets and experiences that are beneficial to the company,” he adds.
Rehiring
Last year, when the Indian Railway realised it would take time to hire and train new staff for certain positions, it invited its retired employees to apply for them.
The management of the State Bank of India is said to maintain close ties with its Pensioners’ Association.
“We often get circulars from the management asking for retired auditors and vigilance officers to pitch in, on a temporary basis. Retirees up to the age of 70 are considered for such work,” says a member of the State Bank of India Pensioners’ Association (Chennai Circle).
A majority of the PSU banks, he says, are facing a shortage of middle- and senior-level employees, so the services of retired employees are much sought-after.
“We also publish the requirements in our newsletter,” he adds.
The Chennai chapter of ONGC Retired Employees’ Association maintains three WhatsApp groups where they post such job offers from the company.
Many companies invest in an interactive platform to re-engage with ex-employees.
“HP Alumni” is open to all those employees who have left HPCL, on superannuation or otherwise.
According to the website, people “can use this platform for interaction with erstwhile colleagues to re-establish any broken links and also to keep abreast of the developments in HPCL.”
Networking
An effective “corporate alumni network” offers huge benefits to both the organisation and former employees.
“We have a data base of 700 former employees from Chennai and its outskirts. We are usually in touch with the management.
Recently, they carried an announcement seeking that retired hands join them as consultants in certain technical departments. We publicise such requirements at our meetings,” says P.O. Reddy, president of the Association.
At ONGC, Mohan Verghese Cherian says, the company started a ‘Knowledge Management Portal’ where anybody including those who are going to retire can present knowledge they have gained at work with their details.
He says, “A progressive organisation does not allow a good employee to leave.” Even after retirement.
