Beam On’s current personnel strategy is to retain top talent and hire necessary team members to meet projected growth. All personnel strategy is currently focused on the India launch and 2024 market saturation timeline.
Beam On does not require layoffs at this time due to running an already lean business with little need for roles that flex based on customer numbers. Beam On staff work in roles that are scalable whether the organization is servicing 5 million or 20 million customers.
Beam On does need to hire in the India market with a projected staff of less than 750 expected to be required over the next 5 years. Beam On plans to minimize the number of on-hand staff in India by using contracted third-party service providers for customer service needs in-country.
Beam On plans to target underperforming staff with coaching and development and remove staff who do no match the culture of Beam On. Currently, this issue is isolated with approximately 5% of staff with 4.65% of staff receiving a “Needs Improvement” on in their last performance evaluation in 2018. Beam On plans to spend the time to develop these team members due to their short tenure, with all employees in the “Needs Improvement” rating having been with Beam On for only 2-3 years which may prove that they did not receive sufficient training in order to successfully meet the needs of their role.
Beam On does not have any strategy for reassigning staff based on production values as each line of business is separate and cannot be easily reassigned; additionally, the production environments are designed to need limited employees and for production levels to scale easily. The most likely hit to future production numbers may be found in the launch operations team which may see declines once satellite numbers reach the required amount to ensure global coverage; however, this is likely to be a decade or more away.
Beam On Telecom 