Staffing Strategy For a company like Widget-Maker, what should be the staffing strategy?

Staffing Trends

A business will need to produce a labour demand forecast and for that it adds up the past average turnover rate per annum, the estimated retiring labour, the skills which may become obsolete and any new jobs that may be introduced. Then subtract from it the present number of employees that may fill the vacancies through training etc. and the result you get is known as gap analysis. With the help of this figure, a business can derive a staffing strategy through a proactive approach.

Succession Planning

In order to fill sudden vacancies in the staff, the best solution is to have employees who'd be capable of learning the new skills and taking the new job. This is the quickest method and is better than having to recruit someone from outside the business.

Recruitment

When you recruit externally, there are chances that the new staff will not be up to the mark. The turnover rate might also increase and in that case, a reassessment of the recruitment strategies is crucial. According to Peterson, employees that are leaving the business should be interviewed so as to learn where the company fell short of the employees' expectations and also receive feedback of the working conditions at the firm.

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Flexible Staffing

This is when a company hires...

This is best when a company deals with projects or where the demand is seasonal and so flexible staffing covers the short-term need.
When hiring people for the business, it is important to be open-minded and prefer those candidates who are quick-learners, especially for jobs that have hard-to-fill skill sets. And for that a business needs workers who just need little training and can work really well with a little push (Speizer, 2011).

Staffing Plan and Outline of the Plan

Job Description: A list of functions and responsibilities that the job needs to undertake and the salary range must be prepared with coordination of the manager.

Job Requirements: A discussion with the manager should determine whether the business has to recruit internally or externally and then a set of required skills, qualifications and characteristics is prepared.

Fair Employment Considerations: A list of job duties with the necessary tasks should be presented and not a description of how tasks are to be performed normally.

Assessment of Current Employees' Skills: A survey of skills of the present employees would make it clear if there is need to recruit externally or internal hiring is a possibility.

Turnover Trends: The average labour turnover rate and the retirement rate per annum should be analysed beforehand to prepare the business for recruiting.

Business Trends: Internal factors (downsizing,…