Strategy Implementation: Workforce Utilization and Employment Practices

1. Chapter 6
Strategy Implementation:
WorkforceUtilization and Employment
Practices.
Presented by: Fatima Rani

2. Topic 2: Dealing With Employee
Shortage.
Table of content:
1.Strategic Recruiting
2.Special Recruiting for
Minorities and Females
3.Flexible Retirement as a
Source of Labor
4.Managing Vendors of
Outsourced Functions

3. DEALING WITH EMPLOYEE
SHORTAGES
• The combination of demographic influences
and a robust economy can produce severe
labor shortages in many occupations.
• So employers may experience skillshortages of
qualified managerial and professional
personnel at a particular point in time.
• e.g:- Database Administrator, Computer
support specialist, IT Security and many other
technical specialists.

4. • Employee referrals are often an excellent
source of employees because employees often
tend to refer people like them-selves.
• If a company has a good workforce, then there
should be good referrals.

5. Strategic Recruiting
• Internet has added another venue to
recruiting and is serving a need for matching
employees with employment opportunities.
• Company Websites provide a graphical
presentation of how the company is organized
and include a recruiting section.
• The Internet provide company appropriate
human resources for pursuing specific
strategies.

6. • One way in which recruiting can be more
strongly linked with strategy is to focus on
those sources providing the greatest number
of desirable employees.
• Another strategy-related recruiting issue is the
extent to which the company should rely on
internal or external recruiting, or a mixture
of the two.

7. Advantages
internal recruiting external recruiting
• having more reliable information
on internal applicants
• less recruiting and selection
expense
• quicker response time
• Fresh Ideas
• requiring less internal employee
development.

8. • Employee shortages may not even require
recruiting.
• Another alternative to recruiting is provided by
temporary help to firms.
• Temporary workers provide greater flexibility
in matching staffing with workload
requirements.

9. Special Recruiting for Minorities
and Females
• Organizations often have shortages in their
numbers of minorities and females.
• Companies that have created positive public
images, through their leadership in developing
diverse workforces, have an advantage in
attracting females andminorities.
• Companies such as “Merck, Xerox,
Syntex,Hoffman-La.

10. • Typically, such companies have introduced
greater flexibility in work assignment and have
provided support services such as child care
facilities, which also reduce turnover.
• PepsiCo is another company that has placed
heavy emphasis on diversity

11. Flexible Retirement as a Source
of Labor
• The larger older-age group and smaller
youngerage group may create a labor shortage.
• Surveys of managers and executives indicate a
desire to work more years through various
flexible approaches, such as phased retirement,
transfers, and job redesign.

12. Managing Vendors of
Outsourced Functions
• Many human resource management functionshave been
outsourced.
• When such functions are outsourced, the human resource
executive or manager’s role changes from super-vision of
employees who perform these functions to managers of a
vendor relationship.
• The skills required for managing such relationships involve:
 the negotiation of contracts
 avoiding dependency on one vendor
 maintain service levels through a contractual relationship

13. Thank You.