Case analysis concepts and applications

¶ … successful recruitment strategies and the manner in which to motivate employees.

Employee motivation and retention are complex issues and superficial solutions just don't work. Companies that take the easy way out will pay in the long run with high turnover costs. As a warehouse supervisor for Blue Grocery store Arthur Reed has been facing problems recruiting temporary workers during the months of summer when the regular staff either wants time off. This has proved to be a dilemma such that the general efficiency of the business is being affected. Arthur needs summer staff that is dependable, works for low pay and is temporary-not a very appealing combination for the prospective employees.

Thesis statement

In order to recruit staff that is dependable and temporary the supervisor must take steps that create an appeal for the workers. He should target a diverse market force that is usually ignored. By choosing non-professionals the supervisor will be able to attract employees who are less concerned with the future in the job and more with the short-term perspective. Further, motivation within the work and flexibility in the job will create a long-term appeal rather that a short-term motivation.

Analysis

The main problem Arthur faces is during the summer when the senior staff wants to take their vacation. In order to overcome the staff shortage during the summer then, he should take steps with a long-term impact. To motivate the junior staff Arthur should give them time off during the winter months. At this time there is a full staff to cater to the two shifts and Arthur should have no problem covering the shifts with appropriate staff. Then during the summer these employees would be available when the senior staff takes time off. Yet, taking a vacation in winter may not be attractive to many of the employees so there has to be some motivation involved. Incentives can be given in the form of bonuses, more time off, paid vacation and other such quirks. If possible even a ballot could be taken to see which employees will get time off during which months. Though seemingly implausible, the current work environment is such that a more innovative stance has to be taken by the management to attract employees and if Arthur wants a smooth and successful summer workforce such unconventional steps must be taken.

Canterbury Manufacturers' Association chief executive John Walley suggests employers who say they cannot get staff actually mean something quite different: "What they're really saying is that they can't get the kind of staff they would like." (Yvonne, 2001) The need for temporary workers who are willing to work for low pay and long shifts is obvious but who would be attracted to such a scenario. Union's and regular workers look for benefits but for organizations that work by the hour paying employees when work is slow becomes impossible and so a temporary workforce is looked for. Arthur, has tried to recruit temps during the summer months but this has proved to be increasingly difficult as every year the same problem arises. Thus, the staff shortage being faced must be improved through a different perspective. Arthur should target the student market. Students who come home for their vacations are always on the look out for a regular income and such a job may prove to be exactly what they are looking for. Arthur would have to be flexible and hire two shift workers rather than employees who work both shifts. This would prove to be more complex but he may finally have a temporary workforce that is both loyal and hardworking. For the students may come back every year and work during the summer. These students may require more training but once they learn the rules they will be easy to handle. People aren't born knowing skills, nor being able to anticipate problems. These are learned skills requiring training, motivation and concentration. These can be taught in partnership between professional trainers and practical workers who respect each other's abilities. It is all about organizing good work conditions and allowing young people to enjoy their job. There are some very good employers in the industry who have happy staff and make a profit.

One other solution would be to target a diverse workforce. Women who have left their jobs to take care of families require some form of work but fail to gain meaningful employment. Minorities face a lack of work due to their low qualifications. Targeting these markets may allow Arthur to gain temps that are willing to work through summer. (Van Eron, 1995) Diversity is better because it's broader. After all, it's one thing to hire a larger pool of minorities and women. It's another to make them feel comfortable enough to stay, and to create an environment where they can rise to the top. Programs like diversity training, mentoring and performance evaluation all try to create career paths where that is possible. If Arthur were to recruit these workers and then train them so that they could not only work at his organization but others as well he would be giving the workers a skill that would come in use all year round. During the summer these workers could work for him and during winter and other months somewhere else. A pool of workers could be created that may in the future become permanent. All Arthur needs to do is target the market, which is being ignored as he looks for specialized staff. These workers may require more training but in the long-term they would help ease the burden during the summer staff shortage.

Conclusion

People work best when supported by the framework that effective management can provide. Managers of human resources in businesses today face a rapidly changing world regarding such issues as changing workforce demographics, diversity, labor shortages, balancing family and work, rapidly changing technology, global competition, growing education and training requirements, as well as equal employment concerns. Thus, the more innovative and flexible the managers are the more effective they will be.

The role of a manager in the workforce is changing. In order to effectively manage the workforce Arthur needs a strategy. In the past, the focus of the daily activities was largely disconnected from the overall strategic plan of the organization. However, considering that constantly hiring new employees every summer is taking its toll on the business and the employees themselves a long-term strategy must be employed. (McBeath, 1992)