With its ambitious five-year plan to revolutionize machinery using the latest technology and target the global market, Soupcon Ltd. is at a critical juncture. However, with only 25 full-time equivalent (FTE) engineers, down from 27 two years ago, the Engineering Design Department, which is in charge of fostering innovation and accomplishing these objectives, is currently understaffed. To cater to this problem of understaffing, sustainable staffing is a solution that needs to be investigated.
Qualified eight engineers have been hired during this time, and ten engineers have left. There have been delays and limitations with the current recruitment method, which mainly relies on speculative applications. Soupcon Ltd. should partner with institutions to tap into new graduate talent. For instance, look via international hiring channels to locate elite engineers.
Use data-driven hiring techniques to forecast your workforce requirements (Banfield, 2018) improving the applicant selection process will shorten the time to hire create recurring training courses to improve engineers’ abilities and keep them abreast of emerging technologies (Taylor, 2018) encourage career development and cross-departmental cooperation by allowing engineers to expand their areas of competence by investigating positions in sales and vice versa (Donald, 2020) to make sure that the compensation policy stays appealing in the cutthroat market, review it and perhaps make adjustments.
Review and modify the pay policy on a regular basis to make sure it stays competitive in the market (Taylor, 2018) to inspire engineers, take into account performance-based rewards (Mankin 2009) provide opportunities for career advancement, remote work choices, and flexible work schedules (Bennet, 2020) offer a full range of benefits, such as health insurance, retirement plans, and staff support initiatives (Arasa, 2019).
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