During a staffing shortage, I would concentrate on workforce planning and recruitment to increase the number of staffs in the organization. Retirements of older workers and high turnover rates of staff are some of the primary causes of workforce shortage in organizations (Buchbinder et al., 2019). The retirement of older staff and the resignation of other staff leads to a significant drop in the organization’s staffing levels, which leads to an increased workload to the remaining staff. The loss of balance between the number of staff and the amount of work inevitably lead to low-quality services and drop-in organizational performance. Thus, focusing on staff planning and recruitment is necessary for resolving this shortage.
Staff planning and recruitment is a necessary response to workforce shortages. Recruitment denotes the overall process of selecting appropriate candidates for jobs within a firm (Buchbinder et al., 2019). Its primary goal is to feel the staffing need of the organization. Before initiating the recruitment process, I would establish a proper staffing plan by analyzing the present, and the future workforce needs to identify the gap between them. This analysis would aid in hiring the right number of employees with the right skills that can meet the required staffing levels and thus help the organization overcome staff shortage.
I would gauge the success of my staffing strategies through the use of metrics, such as the employee turnover, employee productivity, and job satisfaction rate. Productivity indicates the effectiveness of staff in executing the assigned task (Buchbinder et al., 2019). High productivity implies that the recruitment strategy was successful in aligning staff skills to the right jobs. Also, the employee turnover rates and job satisfaction indicates whether the staff are comfortable with their jobs. Low employees turnover rates and high job satisfaction indicates the staffing strategy’s success in matching the employees with their desired jobs. Generally, high productivity, high job satisfaction and low employee turnover indicate the organization’s ability to maintain its staffing levels and avoid future workforce shortage. ””