***HR Experience Needed*** Respond to the below discussion post in quotations Pr

by | Oct 8, 2021 | Other | 0 comments

***HR Experience Needed***
Respond to the below discussion post in quotations
Provide extensive additional information on the topic.
Explain, define, or analyze the topic in detail.
Share an applicable personal experience.
Provide an outside source (for example, a website) that applies to the topic, along with additional information about the topic or the source (please cite properly in APA format).
Make an argument concerning the topic.
“Open positions that have shortages of available workers
Making it easier for employees who commute
One way to attract employees is by allowing flexible working days, especially for those who must commute to work. Four hourly and lower-salaried workers, location is one of the largest and often underestimated drivers of effecting recruiting. Research has proven this, as a 1% increase in distance is associated to a 4.4.% decrease in commuting flows across U.S. counties. If hiring managers are able to recruit from a county that is 10% closer to the organization, they will find 44% more people who are already communizing to your area. If local talent strategies are not working, then improving work accessibility will improve recruiting. Structuring a 40-hour workweek as four 10 hour shifts will reduce workers commuting by 20%. Additionally, if possible, working remotely may be the best option for retaining and recruiting employees.
Breaking down market norms
Adjusting salaries with the rising cost of living is a good start. Since 2020, real average hourly earnings have decreased by more than 3%. Inflation-adjusted salaries will be a huge benefit towards recruiting as employees will feel compensated enough to thrive in the current market. Many companies also fight over the same narrow-set of candidates. Gaining edge in the local market by seeking out older workers who are vastly underemployed and were hit harder by Covid- related layoffs. Older workers have higher productivity than many firms assume. Investing in childcare for employees is also a huge burden and why many do not return to work. Employers should partner with providers of day care, after school and drop off/ pickup services to help employees with children juggle their work and home schedules.
Invest in Covid Safety
When workers fear for the safety of their health, they will be hesitant to return to work. With many workplaces implementing strict protocols, Covid-infection rates at workplaces are now lower than at home. Employers can gain the trust of employers by following the best practices that reduce exposure, holding all workers accountable to measure and communicate Covid counts at work. Companies might also partner up with providers to host in-house testing centers and vaccination events, increasing the confidence in a Covid-free environment. Personally, my company tests each employee for Covid at the beginning of each week with self-administered rapid testing which has become increasingly accurate. Even though each person here is vaccinated, we have caught two breakthrough cases (including myself) which has allowed the mitigation of spread. Each person who has tested positive in our workspace has not spread the virus to anyone else in the office, proving that routine testing, when caught early, is highly effective at reducing Covid cases.
Source:
Sanandaji, T., Monte, F., Ham, A. & Tarki, A. (2021, June 14th). Attracting Talent During a Worker Shortage. Harvard Business Review. https://hbr.org/2021/06/attracting-talent-during-a-worker-shortage”

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