Managing Employee Surpluses And Shortages Essay

873 WordsOct 6, 20114 Pages
Christopher S. Calloway HRA 596/Week 3 HR 1 App Professor Gibbons There are a number of options for managing projected surpluses and shortages of employees in an occupation. As Human Resource professionals, the expectation is to be adept at managing employee surpluses and shortages and finding alternatives for consideration. Organizations realize that, at some point, they have a shortage or surplus of employees. The strategies they choose to deal with the over and the under affect profits, morale, and in some cases employee mismatches. Strategies for managing surpluses include: hiring freezes, not replacing those who leave, reduce work hours, layoffs, and across -the -board pay cuts. Strategies for managing shortages include: recruiting new permanent employees, working current staff overtime, rehiring retirees part-time, and redesigning job processes so that fewer employees can temporarily fill-in, and hiring temporary employees. Hiring freezes can be an effective strategy for managing surpluses. Hiring freezes compel managers too efficiently to align the work force. However, this strategy overloads tasks on staff who already feel overburdened. Organizations can also choose not to replace workers who have left the company. This is a straightforward and inexpensive way to manage surpluses without the overt negativity because it does not give the impression that the company is firing employees. The down side to a hiring freeze is the associated costs with outsourcing and overtime. Additionally, there is the possibility of employee burnout, and the missed opportunity to add fresh perspectives to the organization. Reducing employee work hours helps organizations manage employee surpluses by scaling down the number of employee hours a manager has to handle at one time. The implications in reducing employee work hours are that a company intends to save money.

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