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Garden City University College

P. PO. BOX KS 12775, Kumasi, Ghana ● Location: Kenyasi-Kumasi


Tel: 233 51 73927 ● Fax: 233 51 73927 ● Email: info@gcuc.edu.gh

SCHOOL OF BUSINESS

Human Resource Management

ASSIGMENT:

In planning for your human resource,


you realize a shortage in a
supply of labor. As an HR
manager, how will you deal with
such shortage .

DANIEL ASARE : 01085908

INKOOM OFORI : 01082908

IDDRISU MAHAMA : 01082808

SOLOMON AFFUM : 01314609


LABOR DEFINITION

One of the factors of production, it is the aggregate of all human physical and mental
effort used in creation of goods and services. The size of a nation's labor force is
determined by the size of its adult population, and the extent to which the adults are
either working or are prepared to offer their labor for wages. More recently, knowledge
(know how) has come to be regarded as distinct from labor.

LABOR SHORTAGE

In its narrowest definition, a labor shortage is an economic condition in which there are
insufficient qualified candidates (employees) to fill the market-place demands for
employment at any price. Such a condition is sometimes referred to by Economists as "an
insufficiency in the labor force."

SOLVING THE LABOR PROBLEM

According to Dennis Torbett, vice president for apprenticeship of the Home Builders
Institute, the work force development arm of NAHB, the labor shortage is at the top of
the list of business issues affecting members.

"For the past five years it's been a critical issue affecting our industry," he says.

THE SOLUTIONS

As a human recourses manager if I realize a shortage of labor in my planning, I will find


new avenues to recruit employees. These should include immigrant populations, as well
as subcontractors, suppliers, and the Internet. Secondly, I will retain employees by
offering a combination of good wages, health benefits, bonus programs, training, and
retirement plans. Finally, I will remodeling professionals need to garner industry-wide
support to redefine America's view of construction workers and make careers in
remodeling and building appealing to the next generation.
ANOTHER SOLUTION

• Use overtime
• Recall recent retirees
• Use temporary agencies
• Employee leasing – (professional employer organizations)
• Outsourcing / subcontract work to other firms
• Automation / more robotics & technology
• Transfer workers in (temporary and/or permanently)

Recruit

Schools

To tackle the difficulty in finding these employees, I will form a cross-departmental


recruitment and retention committee that meets quarterly. The committee decided to
recruit from a local trade school. They first sent older carpenters, but they found that the
previous year's graduates who now work at the company were more successful recruiters.
I will also offers his employees an amount for each recommended employee the company
hires who stays at least two years.

Referrals

I will to suppliers and merchants for each job candidate they send him that stays on staff
for six months. So far, the few candidates he received have not stayed that long, but the
lumberyards and suppliers are still on the lookout.

Small businesses
Immigrant communities

Prequalification

Retain

Redefine of jobs

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