A change in an employee's location or task, often to reduce layoffs or to make the best use of employees

A change in an employee's location or task, often to reduce layoffs or to make the best use of employees

• A. Reduce turnover
• B. Redeployment
• C. Re-entry shock
• D. Redundancies

Answer: (B)

Redeployment is about shifting an employee to a different job or location to better fit organizational needs and make the best use of available talent. This approach helps the company avoid layoffs by reallocating skills where they’re most needed, often with retraining or adjusted responsibilities. It preserves institutional knowledge, keeps valued employees, and can reduce recruitment and severance costs while maintaining morale. The other terms don’t fit this scenario: redundancies mean cutting jobs, not relocating or reshaping roles; re-entry shock refers to the stress of returning to work after an absence; and reducing turnover is about keeping employees over time, not the mechanism of moving them to new locations or tasks.

Redeployment is about shifting an employee to a different job or location to better fit organizational needs and make the best use of available talent. This approach helps the company avoid layoffs by reallocating skills where they’re most needed, often with retraining or adjusted responsibilities. It preserves institutional knowledge, keeps valued employees, and can reduce recruitment and severance costs while maintaining morale. The other terms don’t fit this scenario: redundancies mean cutting jobs, not relocating or reshaping roles; re-entry shock refers to the stress of returning to work after an absence; and reducing turnover is about keeping employees over time, not the mechanism of moving them to new locations or tasks.