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1. How do you eliminate a labor surplus and avoid a labor shortage? What are the advantages and disadvantages to doing this?

2. What recruitment policies and practices can organizations use to make job vacancies more attractive? What does your organization do?

3. What role should a recruiter play in fulfilling job openings? What are some creative alternatives to 'internal recruiting'?

4. As you consider the importance of developing Human Capital; what do you find to be 'most' important for organizations to pay attention to? From an HR perspective? From a Management perspective? Is it different?

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How do you eliminate a labor surplus and avoid a labor shortage? What are the advantages and disadvantages to doing this?

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1. How do you eliminate a labor surplus and avoid a labor shortage? What are the advantages and disadvantages to doing this?

Companies can eliminate labor surplus and avoid a labor shortage by careful planning and forecasting of labor requirements in advance. Even though an accurate forecasting is not possible, it does eliminate a lot of uncertainly associated with manpower planning. By studying historical demand patterns, seasonality trends and growth forecasts, companies can avoid problems related to labor surplus or labor shortage.

One can also eliminate labor surplus and avoid labor shortage by dividing their total workforce among permanent and contractual employees. By estimating workforce demand over the year, one can keep reasonable number of employees on payroll,ie, on paermanent basis wherein rest of the employees can be hired on contractual basis, as and when demand arises.

There are various software applications available enables organizations to staff, develop, deploy, track, and reward the workforce. These applications make it possible for organizations to create a Demand-Driven Workforce Management environment by aligning complex workforces with business drivers, regulatory requirements, and employee needs to optimize organizational performance. The enhanced solution enables organizations to create an environment where demand for product and services drives the workforce planning process. With the scheduling solution, organizations maximize revenue opportunities and resources by anticipating and preparing for surges in demand volume. As a result, staffing levels and qualifications are optimized to meet changing work requirements and quality and timeliness become competitive differentiators. By creating a ...

Solution provided by:
Sandeep Bardia, MBA
Education
  • BCom, SGTB Khalsa College, University of Delhi
  • MBA, Rochester Institute of Technology
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