Check out Measuredability’s General Articles Section
Exploring Skilled Labour Staffing Solutions
in GeneralSkilled labour is in high demand but can be challenging to source for companies still relying on outdated staffing solutions. If a company wants to grow and succeed in today’s competitive business environment, it must attract and retain a strong workforce of well-trained and qualified employees.
Businesses need to take the initiative to secure the best talent for their organisation and take a proactive approach to their staffing strategies. Multiple staffing services are available for hiring skilled labour, including temporary, permanent and contingent staffing. Companies should approach staffing solutions in a consultative manner to find the most suitable one for their specifications.
Whether an organisation needs to fill positions for skilled tradespeople, or professionals like engineers, factory workers and general labourers, there are different options for businesses to achieve their needs while still being cost-effective.
This blog explores the different staffing solutions available for hiring skilled labour and how to choose the optimal solution that meets the organisations’ staffing requirements.
Unskilled vs skilled labour staffing solutions
When looking at workers’ levels of education, “unskilled” jobs only require a high school diploma or a position that can be filled by an individual who has mastered specific skills. On the other hand, skilled labour requires specific training, education and knowledge to perform more complex or technical jobs. It is common for companies to employ both types of employees (for example, on the assembly line), but they should match the required tasks to the necessary skill level.
Many businesses need people with STEM (science, technology, engineering and math) backgrounds and higher specialised skills than the average staff member. Skilled labour positions offer high salaries, whereas an unskilled job might pay much less than the average wage.
Companies that hire unskilled workers to do jobs that require skilled labour will find themselves unable to perform at a maximum level of production and efficiency. Employers should always keep in mind the level of training necessary to complete the task and match employees’ skill levels to those needs.
Types of skilled labour staff
Skilled labour staff may have a wide range of educational and occupational backgrounds, from employees with blue-collar jobs to those with white-collar jobs. Workers with exceptionally high levels of expertise, such as doctors and lawyers, may be better classified as professionals rather than skilled labourers.
Examples of skilled labour include but are not limited to the following: construction craftworkers, electricians and plumbers, carpenters, machinists, vehicle and mobile equipment mechanics, electromechanical technicians, administrative assistants, registered nurses, computer operators, and law enforcement employees.
Further characteristics of skilled labour include, but are not limited to, the following:
- Workers who do most of their work with their hands
- Workers who generally lack the training or skills required for other tasks
- Workers with specialised education and training, which translates into higher pay for their work.
- Workers capable of operating complex or sensitive machinery
- Workers who require little supervision to complete their tasks
Reasons for hiring skilled labour
There are clear distinctions between skilled and unskilled labour and the different types of skilled workers, but what other reasons motivate employers to hire workers with specialised skills?
Cost-effectiveness
Firstly, it would be more costly for the employer to train a less-skilled worker if they need employees with particular skills. Low-skilled workers may ask for a higher wage because they require more supervision, need access to more equipment or materials and may be slower to complete the tasks assigned by their employer.
Productivity
Secondly, it would be less costly for the employer to hire a more highly skilled worker if the productivity of this worker is higher, even after the costs of acquiring or developing that skill are factored in.
Bottom line
Thirdly, a more highly skilled worker could produce goods or services that are more valuable on the market, increasing profits for the employer and providing the worker with a higher wage.
But what if the employer already has several low-skilled employees doing this task? Because it is so expensive to retrain them, they would probably want to find a more highly skilled worker who can do this job without training so that the company can use its resources more efficiently.
Skilled labour staffing solutions
Temporary staffing is a good solution in situations where the employer has a limited budget to find and hire an employee, the time frame required to find and train a suitable employee is too long, or the skill requirements for the job are very specific. Temporary employment services can enable companies to reduce the cost of employee turnover and increase the speed with which they can fill vacancies by providing easy access to skilled labour on a short-term contract managed by an outsourcing agency.
Permanent staffing is better when a company requires long-term access to specialised knowledge and skills. This solution ensures that the company has immediate access to a pool of technical labour who will remain with the company after fulfilling their initial contract.
Contingent staffing solutions provide an employer with a short-term workforce that can rapidly be deployed as needed. A contingent workforce of skilled labour allows a company to respond quickly to new production or service demands. It is an ideal staffing solution for projects requiring the specialised skills of employees on demand, such as during seasonal demand or business expansion.
Choosing your labour staffing solutions
Selecting the right staffing option can help companies find and get the best-skilled labourers for their organisation. It is vital to ensure the staffing solution is aligned with your needs, considering the types of skilled jobs you are looking to fill and what factors are most important to you and your business, including quality of service, customer satisfaction and costs.
Employers will also need to make sure they partner with a staffing agency that can maintain the effectiveness of their staffing solutions as labour requirements change and the company grows. MASA is an experienced staffing agency and labour broker offering end-to-end tailored staffing solutions to companies across various industries.
We can help organisations countrywide source, screen, and hire the most qualified skilled labour. We manage the entire staffing process to ensure your company gets the right candidate for your business and helps you control labour costs. Contact MASA today to learn more about MASA’s labour outsourcing and staffing solutions.
Human Resources: Streamlining Organisational Communication
in GeneralOrganisational success relies heavily on effective human resources management and communication is vital to that success. Maintaining efficiency and productivity in the workplace has also relied on open lines of communication between HR, management and staff members.
Although technology such as the internet and mobile texting has made organisational communication easier, miscommunication is still a critical issue in many workplaces. Organisations need comprehensive policies and strategies for communicating with their employees, stakeholders and the community to succeed. HR professionals are pivotal to ensuring the success of communication within an organisation.
This article discusses organisational communication challenges and how human resources specialists can streamline communication in the workplace and beyond.
The challenges to clear human resources communication
Organisations may have multiple employees, stakeholders and community members to communicate with, so HR faces an enormous challenge. For example, employees in retail stores must communicate with customers, supervisors and colleagues to create a positive retail experience for the customer and maintain operations within the business.
Ineffective communication within an organisation is not only frustrating for employees and customers, but it also leads to inefficiencies within the business. These communication inefficiencies can manifest in multiple ways, such as:
Unproductive conflict
When there is an inadequate exchange of information in the workplace, employees may have difficulty completing tasks, leading to higher employee turnover and lower productivity.
Misguided decision making
When essential information is unavailable, decision-makers may make uninformed decisions, which ultimately hurt the business and could alienate external stakeholders, business partners and customers.
Poor use of resources in human resources
Information technologies (computers, cell phones, email) are expensive to acquire and maintain; thus, HR can only justify using these technologies if they positively impact organisational processes.
Diminished employee morale
Employees may disengage from work when they need help understanding the actual purposes of their jobs or if they believe that information about what is going on at their company is not readily available.
Suppressed initiative
Employees who need access to the information required to make informed decisions or complete assignments may become frustrated and stop trying.
Toxic work environments
Toxic work environments often stem from a breakdown in communication where there is no transparency and open channels of discussion and feedback are nonexistent. Information is conveyed one-way (top-down, hierarchical) rather than shared openly, leading to a lack of harmony and mutual understanding among team members.
In this environment, people are expected to follow orders and conform to policies without really understanding why – the result is a breakdown in trust and morale, decreased productivity and innovation, cynicism and low performance.
It is clear that this type of environment does not foster an enjoyable working experience for anybody. The human resources department should implement the processes and mechanisms necessary to ensure communication channels flow openly, effectively and efficiently to all levels of the organisation so everyone can share knowledge.
The benefits of a streamlined communication through human resources
Companies can make the most of their employees’ expertise and insights with smooth and effective communication channels. Most of the time, the advantages of this go beyond monetary gain.
When a business implements effective communication systems and practices, it has the opportunity to realise these advantages and more:
- Enhanced staff engagement levels and productivity
- A more comprehensive understanding of business goals and plans by all parties involved
- There is better knowledge transfer when fundamental business changes are made, as there is a shorter period of confusion and transition.
- Reduced level of ambiguity
- A reduction in office gossip and time wasted due to misunderstanding.
- More effective training and onboarding programs for new employees
- More openness between departments creates a culture of mutual support.
- Reduced likelihood of redundant work due to a greater ability to coordinate work tasks and goals
- Improved organisational and individual business risk management abilities.
Effective communication systems and practices are vital to the success of a business. Employees are a business’ most significant assets. They will perform better and more efficiently when they feel adequately connected to their work environment and in harmony with their fellow workers and the organisation’s goals and values.
Tips for streamlining human resources communication
As discussed above, there are multiple benefits to developing effective communication within an organisation. Here are some tips to help HR managers overcome internal communication challenges and strive towards better communication amongst employees, managers and the human resources department:
Establish the company vision and culture
For HR specialists and managers who want their teams to communicate effectively and prosper, it is essential to create an organisational culture of engagement where employees are clear about the objectives and goals of the organisation. For example, they must be able to articulate the organisation’s values, which can make all the difference in how employees view themselves and their position.
When employees are regularly communicated with about how their work contributes to overall organisational success, they are more likely to feel a sense of commitment and become engaged in the work that they do.
Develop a communication strategy with your human resources department
An organisation’s communication strategy should outline a plan for sharing information and ideas within the organisation and among its stakeholders, such as employees, customers, investors and business partners.
It should also outline the approaches and channels HR will use to communicate and deliver information on the organisation’s strategy, goals, objectives and performance.
Set up open human resources communication channels
Having a transparent and open line of communication between HR teams and their employees is vital to the workforce understanding the company’s vision and expectations. An open communication channel means that employees can share issues, concerns and feedback with their HR manager and improve relationships with fellow employees.
Leveraging technology effectively
As an HR specialist, it is vital to ensure that the workforce uses technology effectively to work better and be more engaged within their workplace. Communicating through multiple communication channels may seem practical. Still, it also means that your HR team has to implement and monitor every communication channel, which might lead to poor outcomes if the channels are not used and monitored effectively.
HR can now access several web and mobile applications for communication purposes, such as human resources software, workforce management software and communication tools. These tools and channels streamline employee communications for the organisation, allowing employees to engage with each other and management, especially when working remotely or on the go.
Establishing the most effective and time-efficient channels for the internal team to communicate daily is essential to optimising employee performance. HR managers should define communication strategies to ensure that employees will be able to receive communication in a way that meets their needs.
Build authentic and trusting relationships in your human resources team
As a human resources specialist, it is essential to always put the human element first in the organisation. This perspective will help foster authentic relationships where team members get along with each other.
Feedback sessions and team-building exercises can help establish an atmosphere of mutual trust and respect through meaningful dialogue with employees regularly. It is also vital to listen sincerely and cautiously to employees’ feedback and concerns and act on them with urgency and empathy.
Walk the talk
To stay ahead of the game, human resources specialists can use these communication tactics to drive higher employee engagement and motivation levels while driving more prosperous relationships with external stakeholders and partners.
By collaborating with an expert HR specialist in South Africa, companies can gain human resources services that increase HR ROI more than internal employees. Employers can work alongside recruitment experts who can take care of HR administration, payroll and compliance management.
MASA offers effective human resources solutions that we can tailor to your business and its employees’ needs. Visit our website page to learn more, or fill in the contact form so we can begin analysing your needs and developing the outsourced human resources solutions for you.
The Role of Human Resources in Workplace Management
in GeneralDecision-making is integral to every human resources manager’s role in any firm, regardless of size or sector. There are many decisions to be made, from deciding where to keep expensive new machinery and other assets to figuring out how to save money by outsourcing routine tasks.
How can HR managers coordinate the myriad of decisions, demands, queries, and options that arise? How do they ensure that your workplace runs without disruptions, that everyone who works there feels secure and supported, that everything gets done efficiently, and that your HR team provides the best possible results?
This is where effective workplace management may significantly affect your company’s performance. A well-managed workplace can benefit you with anything from employee morale and space planning to preventative maintenance and relocation (and everything in between).
This article explores the role of human resources in workplace management and how organisations can coordinate a harmonious and productive work environment.
What exactly is “workplace management”?
The term “workplace management” refers to the process or plan implemented by businesses of any size, in any industry, with any number of employees, to optimise workplace conditions in terms of efficiency, productivity, cost-effectiveness, and general administration.
Many people lump this in with real estate and facility management. Still, it’s really its own thing, encompassing things like ensuring workers are happy, ensuring their safety, making the most of available space, analysing finances, and managing assets.
Workplace management encompasses a vast scope of issues, including but not limited to the following:
- Organising spaces and arranging equipment
- Finding better use of office space
- Planning workplace expansions
- Improving attitudes toward work and employee contentment
- Fostering feelings of safety and protection
- Streamlining and automating workflows
- Managing workplace-related spending and expenses
In the end, workplace management encompasses anything that contributes to the business’s and its employees’ mental and physical health.
The value of workplace management
Human resources services are responsible for increasing the company’s profit by making the most of its employees. The most optimal organisational structure for the workforce is priceless because it helps optimise personnel costs and expenditures.
When a company is efficiently organised, it enhances employee productivity and contributes to achieving its overall financial objectives. Other benefits of effective workplace management include the following:
- Increasing employee engagement and productivity levels
- Improving morale and boosting staff commitment
- Increasing retention rates and reducing turnover
- Reducing workplace-related costs on equipment and accessories such as office supplies
- Enhancing regulatory compliance with applicable laws and regulations
- Protecting employees and company assets
Ultimately, all employees want to work in a well-managed environment, and a well-managed workplace contributes significantly to enhancing the company’s operational performance and achieving its business goals.
The role of human resources in workplace management
Human Resources is in charge of establishing workplace norms and policies and formulating management strategies that optimise performance and improve the company’s bottom line.
A well-managed workplace is the backbone of a thriving and competitive organisation, just as human resources services are the foundation of any successful company. When the HR team concentrates on managing employees in the workplace, it is also accountable for ensuring that these individuals are aware of their place in the organisational structure and can function effectively.
The human resources team should have an in-depth understanding of every factor that affects employees in the workplace and the organisation’s overall health. Analysing these factors at a detailed level will allow the human resources team to present company executives with meaningful and precise data, which they can use to make effective business decisions.
From furniture placement, seating, and office design to influencing decisions about budgets and job responsibilities, human resources employees serve an integral role in any organisation. Identifying areas where the company is spending too much and can cut costs while optimising efficiency will bring a strategic advantage to the company.
This cross-functional role of human resources in workplace management allows the team to advise senior managers on critical staffing decisions, thus serving as a crucial communication link between employees and executives.
Boosting HR capacity in workplace management
HR-savvy organisations can increase their return on assets, have higher profit margins and customer loyalty, have more productive employees, lower employee turnover rates, and reduce operating costs.
Effective workplace management is contingent upon businesses, large and small, acting proactively to boost their HR capabilities. Building a highly skilled and dynamic HR staff and workforce allows companies to use their spaces more effectively, streamline operations, and drive more revenue over time.
While small businesses may seem more flexible in their use of space and more able to weather economic downturns, they can benefit significantly from looking at how they can make their current space work harder for them. Instead of buying additional expensive office space, businesses can consolidate into their existing areas, freeing up capital and real estate for other purposes.
Large companies will typically focus more on designing an innovative workspace and ensuring that it aligns with the needs of employees. Managing a larger space and the logistics of multiple locations can also be challenging. When working to improve your company’s productivity, consider these workplace factors alongside everyday human resources tasks.
Outsourcing HR tasks
Regardless of size or sector, it is vital for organisations to effectively manage critical HR tasks such as recruitment, payroll, and training. Human resources managers can only achieve workplace management with the right support. Outsourcing these tasks will free up the HR department to concentrate on developing and implementing strategic plans to improve staff performance.
Outsourcing is beneficial as organisations gain access to a wide variety of expertise, services, and technology to increase efficiency and lower overhead costs. They will be able to focus on their core business and not have to deal with the repetitive and time-consuming tasks associated with staffing and administration.
For example, outsourcing payroll means HR experts work with their clients to define how and when employee payments will be made and manage sensitive tasks like tax returns. Because outsourcing agencies can tailor the approach to meet the needs of individual companies, outsourced human resources services provide valuable flexibility to organisations.
MASA’s human resources services
Human resources services encompass various activities, from recruitment and selection to training and development and everything in between. Workplace management is a core part of the overall HR strategy, which should be customised to suit each individual business.
Measured Ability (MASA) has years of experience providing flexible human resources services to businesses across various industries. We understand that every organisation is different and will work with you to create the most optimal solution for your company.
We structure our human resources services to ensure ROI using an efficient and cost-effective approach. You can visit our website to learn more or contact us to connect with the leading HR specialists in South Africa.
Reduce Turnover and Source Reliable Truck Drivers for Hire
in GeneralCompanies that work with truck drivers know that the trucking industry is feeling the impact of the current economic climate. Things are getting tight due to a lack of skilled drivers for hire and increased demand for cargo transport.
The difficulty in hiring and keeping drivers is compounded by the alarmingly high turnover rates in the industry. Employers are struggling to retain their truck drivers and recruit qualified talent to fill the currently vacant positions.
The trucking industry must find ways to alleviate the turnover problem and solve the demand for more drivers.
This article discusses truck driver retention, how employers can reduce turnover, and the best solutions for sourcing reliable drivers for hire that organisations can count on.
Understanding the turnover rate
Any time a driver leaves the company, it can directly impact productivity levels. Having a high turnover of truck drivers is a severe setback to the company’s profitability and growth because it is hard to source drivers for hire and it costs money to recruit, onboard and provide additional training each time a driver leaves.
Suppose most of an organisation’s drivers have defected to one of its rivals. In that case, this only worsens matters since the competition is increasing its capacity while the first company’s capacity is decreasing. This gives the competition an advantage if they can attract drivers from another employer to their business and makes it hard for the company with a high turnover rate to gain market share again.
Therefore, the turnover rate is a critical metric that employers can use to measure how many of their drivers are exiting the company and to examine why the drivers leave. You can learn more about the turnover rate and other essential HR metrics in this blog article.
Reducing truck driver turnover
HR Departments should take a closer look at the turnover rate if your company appears to follow all the correct procedures but are still having trouble expanding, maintaining low costs and reaching your profit targets.
Here are strategies for reducing driver turnover, ensuring that your drivers are skilled and capable and increasing the productivity of your fleet.
Conduct a SWOT analysis
HR and management should first do a SWOT analysis of the company and find out its strengths and weaknesses and its opportunities and threats regarding its drivers.
A good starting point is to identify every factor that impacts the working relationship between the driver and the organisation. This list could include, but is not limited to:
- The competitiveness of pay and the overall compensation that the organisation provides; the additional benefits and perks offered to truck drivers (e.g., medical insurance and benefits, safe driving training courses, etc.).
- The working conditions in general (e.g., accessibility to restrooms and clean facilities at truck stops and during rest periods).
- The career development opportunities available to the drivers and whether they can advance in the company or not.
- Company culture, values and the level of purpose that truck drivers feel while working for the company
From this list, you should be able to draw up a list of root causes for turnover, including factors like inadequate compensation and a lack of benefits and perks compared to the competition, as well as work hours and schedules that leave little room for professional and personal development.
you can take a broader perspective by viewing the driver turnover factors in the context of the larger driving forces, especially those that directly impact your organisation. For example, the current truck driver shortage is a global phenomenon, primarily affected by escalating fuel prices and safety concerns.
By understanding the factors behind the driver shortage in your industry, you can address specific retention strategies to recruit better and retain quality employees with the skills and experience necessary to thrive in your organisation.
Offering more value
Beyond offering more competitive wages and flexible hours, employers must identify how their company creates meaningful value for its drivers. The total compensation package that an employer provides their driver should be designed with knowledge of how each factor will influence the employee’s value proposition.
Offering pension alternatives, medical care and check-ups, dental and vision care, as well as enough vacation time are just some factors employers can use to differentiate themselves in the labour market.
Companies could also use benefits like performance bonuses, which link compensation to productivity and thus increase drivers’ intrinsic motivation, as well as profit-sharing programs that enable their drivers to share in the companies’ successes during seasons of high demand and working hours.
Provide development opportunities
The transportation, manufacturing and logistics industries are undergoing significant advancements with the global push to reduce carbon emissions and achieve net-zero status by 2030. As organisations are pushed towards more sustainable sources of earning revenue, entire business models are changing, as are the required skills of drivers.
More truck drivers for hire are upskilling and gaining the expertise to work abroad in more competitive industries. Companies that fail to innovate and offer career development opportunities are at risk of losing out on a highly valued workforce and overall brand share in the industry.
Developing driver training programs to engage truck drivers and advance within your organisation is a source of competitive advantage. It also helps retain staff with the correct values and principles to drive a culture of innovation in today’s digital world.
Suppose a company continues to provide opportunities for drivers to advance and treats them with respect and fairness while offering fair pay. In that case, drivers will likely work hard to build a strong reputation within the company and thrive as loyal employees.
Why reliability matters
Like any other career, a truck driver’s primary concerns are the hours, income and ability to balance a personal life with the job demands. And while companies offer benefits and try to increase the overall efficiency and productivity of the fleet, an experienced driver understands the nature of the industry and will seek employment with a company they can trust.
Whether employers can count on drivers to be there for the long haul depends mainly on their company’s track record of providing a fair wage, maintaining safe working conditions and fostering a healthy relationship between the company and employees. If an employer takes care of their drivers, the drivers will return the favour with years of hard work and loyalty.
Organisations that want the most effective solution for maintaining a solid workforce of reliable drivers should first develop a clear picture of their ideal hire and then work towards finding someone with these characteristics.
Hiring Reliable Truck Drivers for Hire through a reliable source
Companies prioritising driver retention will prosper, suffer less from the driver shortage and succeed, while rivals that don’t recognise its significance struggle to stay in operation. Understanding the factors that cause truck driver turnover and developing strategies for higher retention are crucial steps to maintaining a robust workforce in today’s economic climate.
However, building a reliable team of drivers begins with sourcing, attracting and hiring the right people in the first place. The most effective way to achieve these staffing levels is by partnering with a reputable driving specialist with a talent pool of vetted drivers for hire.
Measured Ability (MASA) has a specialist drivers division focused on providing clients in South Africa and globally with the industry’s best candidates. MASA is Africa’s foremost supplier of drivers across the spectrum. From a forklift to Code 14, we have a vast pool of experienced drivers ready to be mobilised at your demand.
Visit the website to learn more about MASA drivers for hire, and contact us to help you develop a tailored solution for all your driving needs.