CG
Human Resources & Recruitment Firm
Many individuals lament the impact of a labour shortage in Malaysia, but few provide viable alternatives. There is no lack of publications discussing the labour problem engulfing Malaysia; "nobody wants to work anymore," is a recurring theme. Many of these articles attempt to identify the problem, while the majority just describe its consequences. Few, if any, seek to assist in the search for a solution. Even fewer can assist the owner of a small firm. This is what we'll accomplish here, with an emphasis on small enterprises who have understood their employees can operate in a remote environment.
Many small firms undertake work that lends themselves to remote work at the greatest degree. This is true for any professional service, including legal businesses, financial services firms, call centres, technology development, support services, and other sorts of office labour. The staffing situation for such small enterprises differs greatly from that of organisations that require physical employees to be present on-site, such as restaurants, construction companies, and healthcare facilities. If you operate a small business and need to hire foreign workers to keep up with rising demand, you are likely experiencing the same problem as thousands of other business owners around the country. Nobody has responded to your job advertisements. You are having to postpone or decline business, which is obviously reducing your earnings. It's especially painful because demand is increasing, and it's like watching the train you just missed leave the station slowly. Rather than resenting government policies or lamenting the youth's frivolity, we must find a remedy. It's what business owners do. And perhaps this crisis provides a chance to radically rethink labour. After all, we've seen our team work very fine without being in the office for the past year and a half. This might imply that we are no longer subject to the same limits as previously. Given the current circumstances, I would want to offer four solutions: part-time or temporary labour, better compensation, outsourcing, and business-process management (BPM). 1. Part timers or temps If you can't locate full-time workers, look for those who are prepared to work part-time. There might be a variety of reasons why qualified candidates choose part-time work. The requirement for parents to provide childcare is one of the most often mentioned reasons to the labour shortage. Many of these parents may be able to accommodate part-time, remote employment if granted the option. The same is true for those who already have a job and are eager to take on more. The same is true for temporary workers. Allowing for such possibility may expand the intended workforce pool. Candidates may prefer temporary job for a variety of reasons. There are companies that specialise in arranging temporary workers and can help with this technique. The disadvantage is that, by definition, temp workers turn over more frequently, necessitating much more training and retraining of staff. This is especially challenging in knowledge-intensive sectors. 2. Higher wages or overtime Perhaps the most obvious approach is to enhance compensation when recruiting new employees. Wage inflation is already prevalent in Malaysia. This may appear to be the most enticing alternative, and people may have more reason to choose your job if you pay them more. However, this can cause a slew of issues. Existing employees will almost certainly expect a raise as well. If you rely too much on overtime to get more out of your team, it still counts as a salary rise and can lead to burnout. Wage rises across the board can drastically reduce profit. Raising pricing is a possibility, but in any case, the firm will suffer, especially if you operate in a competitive market. 3. Traditional outsourcing Many small firms have never attempted outsourcing. Typically, this is a fortress of the huge corporation. Because of the present economic climate, more small-business owners are feeling obligated to give it a shot. Manpower recruitment services, is the most popular word for this. Typically, this entails visiting a service provider and explaining the sort of employees you want. They assign a resource manager to your account who locates and assigns the appropriate staff to you. This is especially useful if you can hire people that are entirely remote, since you will be able to widen your recruitment pool or move offshore. Then you not only gain from a hungrier and typically more educated labour market, but you may also benefit from large price cuts. This may be a viable solution, particularly in the near term, to avoid the current labor-market distortion. The disadvantage is that you must manage the employees yourself; if someone departs, you must find a replacement and then teach the newcomer. Everything takes place remotely and most likely in a separate time zone. 4. Business-process management BPM is a well-known concept in large corporations, but it is less well-known in small organisations. BPM is like outsourcing, except that the service provider is responsible for the whole business process, including employee recruiting, training, and management. A BPM supplier will appoint a portfolio manager to your business process, who will provide subject-matter knowledge as well as additional managerial bandwidth. You'll learn a thing or two about best practises in your industry, production planning, and trend analysis from a solid BPM supplier, and you'll obtain standards and metrics you've probably never seen before. Most BPM suppliers have found out how to employ resources in low-cost places with no labour shortages, so you save money as well. The disadvantage of BPM is that you lose direct control over the process. You gain a lot of information and data, but you're no longer in the weeds. The BPM vendor creates standard operating procedures (SOP) with you and then removes them. You may also need to modify your usual procedures to conform to an industry-standard model.
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