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Liam Soutar
Tue, 26 Mar 2024
3 mins read
--------------------------------------------------------------------------------
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* News
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WAR FOR TALENT | RAPID INNOVATION IS THE ONLY WAY TO COMPETE IN THE BATTLE FOR
SKILLED EMPLOYEES, SAYS HR EXPERT
* Tue, 26 Mar 2024
* Liam Soutar
* 3 mins read
HR Grapevine
HR Grapevine | Executive Grapevine International Ltd
The UK is facing an unprecedented skills shortage, with the latest government
statistics revealing that 9.25 million people aged 16-64 are currently out of
the workforce. As a result, employers have a dwindling pool of talent to select
from to plug skills gaps.
According to Liam McNeill, Group Vice President, EMEA at UKG, a leading provider
of HR, payroll, workforce management and culture solutions for all people, to
combat this national shortage, business leaders should look to innovation to
streamline processes. This includes improving the quality of training and
development businesses offer to attract experienced staff, while helping their
existing employees develop the skills that they need to plug the gap.
McNeill said: “The UK workforce has faced a period of sustained pressure since
the COVID-19 pandemic. Many older employees were pushed into early retirement,
with no intention of ever returning to work, while the number of workers on
long-term sick leave remains at a record level.
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“In cases where there simply aren’t enough staff available to fill crucial
vacancies, businesses should turn to automation to plug workforce gaps. For
example, labour planning technology can automatically schedule shift patterns,
so that managers no longer need to perform this process manually.
“This technology also improves the efficiency of staff allocation, allowing
companies to maintain output levels without increasing the size of their
workforce, while taking into account employee preferences so that workers
receive shifts that suit them best.
“Business leaders can also upskill incumbent employees in response to labour
shortages. This begins by providing access to a central hub where staff can find
training resources, with suggestions tailored to each individual employee.
Building a culture that recognises the value of continuous learning will then
empower staff to seek out new opportunities for growth and development,
encouraging them to step up and fill senior roles.
“Another way to improve employee experience and encourage retention is by
granting staff the autonomy to swap shifts, book time off and pick up additional
shifts through a personalised HR portal. Allowing workers to perform simple
tasks without having to seek permission from managers instils a sense of trust
across the organisation, as employees have more of a say over when they work and
how often they work.”
McNeill concluded: “Ultimately, businesses must be flexible and open-minded if
they are to remain profitable during this persistent period of staff shortages.
If an employee walks out the door, organisations can no longer bank on finding
an instant replacement, so implementing effective strategies for retention is
vital.”
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'TALENT WAR IS RAGING' | 70% OF UK STAFF LOOKING FOR A NEW JOB IN 2024
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