FY20_Q3_Webinar signup-BG@2x
Tackling Employee Redeployment - Ensuring Gain with Less Pain Webinar
Wednesday, May 26th 2021 at 11:00 A.M. E.T.

Plum Discounted Rate: $99.00 USD (Reg. $120.00 USD)

Organizations have been faced with rapid downsizing, expansion, or repositioning of their business strategies due to the COVID-19 pandemic. This has made the conversation around employee redeployment a hot topic, however, direction on how to effectively and efficiently tackle redeployment remains scarce. In this session, we will discuss some of the challenges of redeployment, how it is commonly addressed, how IO psychology research can help us in addressing this challenge, and some possible approaches to ease this highly complex task.

Intended Audience

Practitioners who are considering or in the midst of redeploying employees at their organization.

Claim Your Spot

Your privacy is important to us and your information will be kept confidential.

Learning Objectives

By the end of this session participants should: Be able to discuss the benefits and challenges of redeployment. Understand how IO psychology research advises on how to approach redeployment. Be informed on current, practical methods for redeployment. Be able to formulate 1-3 specific actions to improve redeployment at their organization.


Leann Schneider

Dr. Leann Schneider is a Product Manger at Plum

In this role she applies her passion for research-based practice and practical insight to Plum’s product development. She obtained her Ph.D. in Industrial/Organizational Psychology at the University of Guelph.

Her research is published in peer-reviewed journals including the International Journal of Selection and AssessmentJournal of Research in Personality, and Social Indicators Research. Schneider's work involves managing the entire product delivery process, including discovery, problem specification, collaboration on solutions, and supporting the build and customer enablement processes.


Dr.Amanda Deacon is an Industrial Organization (I/O) Psychology Specialist at Plum.

She received her M.Sc. and Ph.D. in I/O Psychology at the University of Calgary. In her role at Plum, she helps test the validity and reliability of Plum’s psychometric assessment and supports clients by taking a scientific approach to education, training, validation, and assessing for adverse impact. 

She has always enjoyed applying I/O to organizations and has published on I/O topics in multiple fields, including medicine and engineering. Her applied work has covered numerous areas such as selection, personality, and team development.


Dr. Lauren Bidwell is a Senior Research Scientist with the SAP SuccessFactors Product Strategy Research team.

Her role involves studying the ways work is changing and driving innovative thinking around the implications of such changes for the effective design and use of HR Technology. Her goal and passion is to help build human and inclusive products. Lauren has engaged with hundreds of customer organizations around the world and is an active author and presenter on key workforce topics such as employee experience, team dynamics, continuous performance management, equitable talent decisions, collaborative learning and more.

Bidwell received her Ph.D. in Experimental and Decision-Making Psychology from DePaul University in Chicago, Illinois.


Dr. Lauren S. Park is a Research Scientist with the SAP SuccessFactors Product Strategy Research Team.

She conducts applied mixed-method research on workforce psychology topics in partnership with SAP SuccessFactors clients to support SAP SuccessFactors product strategy. Park has provided consultation to organizations around the world on a variety of topics, including employee engagement, technology adoption, and diversity, equity, and inclusion program evaluation.

Park received a dual-emphasis PhD in Industrial/Organizational and Quantitative Psychologies at Portland State University in Portland, Oregon. Her academic research focuses on the application of advanced statistical techniques to understand the experiences of employees from marginalized backgrounds and identify organizational best practices in the areas of diversity, equity, and inclusion.

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