In a large organization it is not a great idea to have managers taking crucial staffing decisions all by themselves, which can only lead to a bunch of “follow the leaders”. You need to consider several other things like:
A company’s staffing strategy will primarily depend on the projects at hand and in the anvil, however, how exactly should a company go about taking an important decision like staffing? In addition to deciding whether the need is for an employee or a contractor, you also need to think whether the entire project has to necessarily be done in-house, or will it be worthwhile to look at offshore options. Even if you do decide on going in-house, you need to think about training in specific skill-sets, attrition, retention, work culture and a million other things.
When you compartmentalize and go on a case-to-case basis that’s when you run into rough weather while hiring. It is not enough to seek a solution that can only serve as a stop-gap, but to think on a much broader perspective. The way an individual, for instance a manager thinks, and the way an organization as a whole thinks are quite different. While a manager will think of a resource to be deployed for a particular task, the organization may think of reassigning the same resource for various other tasks after imparting the requisite training. The need of the hour is a comprehensive staffing strategy that looks at the current requirements as well as the long-term staffing decisions that need to be taken. Hence an effective staffing strategy needs to include:
- Perfect sync between the company’s goals and the strategy to be adopted. The staffing strategy cannot be fixed or permanent and be applied for any situation or circumstance. It has to include the long-term goals of the organization comprising a mix-and match. This will effectively use the resources available in-house, and at the same time outsource trivial tasks to a third party, thus saving a lot of precious time, resources and money.
- Handling various positions. Positions need to be filled up constantly in any large organization. Any shrewd manager or organization will first look within before seeking the services of a head hunter or consultant to source resources. If the internal option seems more sensible and appealing, there needs to be a system of lateral placing that helps swap employees and shuffle some who may not be in appropriate positions currently.
- Enough is enough. How do you know whether you are overstaffed or understaffed? Moreover, should you use only full-time employees or resort to hiring efficient contractors who will deliver the same at a very competitive price? The hiring manager needs to take all this into consideration before making a prudent decision.
- Multifarious goals. Here again, a perfect mix-and-match of genders (equal number of men and women) will give true meaning to the term “equal opportunity providers” where other factors like race and culture need to be well represented. This kind of broad thinking policy gives you a much wider choice and lets you identify resources that you may not have believed existed.
- Staff development. Think of each employee as a human resource and not just as someone who executes a task for which he or she is paid. Think on the lines of developing this resource into a skilled bank that acquire technical and management skills if imparted properly. Managers need to monitor and study each employee and be proactive to bring out the best by offering proper guidance.
- Work culture and environment. Developing a work environment that is conducive to growth and development is very important for an organization. Remember that an effective staffing strategy never delves on specifics about the how’s and why’s that a manager needs to think about. It is after all his or her prerogative and the company can only indicate their policies, which the managers will implement from their own perspectives.
Year on year it all boils down to a workable staffing plan, which is part of the overall staffing strategy. While the plan will be specific for a particular project or expansion of a current project, the overall staffing strategy will always remain constant, adapting itself to the current trends and needs that seek lasting solutions like those offered by Rannsolve for most staffing requirements.