I disagree; not only are you regularly dispensing of your trained and experienced employees this way, but you're also regularly incurring the expense of recruiting new employees a few weeks later when you start your next project, as well as the expense of training those new and employees bringing them up to speed on your company. It's like firing most of your wide receivers for a game because you intend to run the ball that Sunday, and then hoping some of them come back the week after.
What they should be doing is either cross-training the employees so that they're useful in more positions, better managing their production schedule to minimize downtime, and/or outsourcing any purely-temporary jobs to outside companies. A company as large as Take-Two is always going to have multiple projects going on, big and small, so there should always be enough work to go around without this constant cycle of laying off a worker only to replace him with an inexperienced employee a short way down the road.
Moreover, the shareholders of any major company are not going to look for, let alone care about, one or two dozen employees being relatively idle for a few weeks. They already look the other way at the gross mismanagement that the company has experienced for years now, and in the unlikely event that this is ever brought up that shareholder would be guilty of being penny-wise and pound-foolish.