HRM Assignment: Managing Workforce Oversupply and Undersupply Issues

This assignment addresses the challenges of workforce management, specifically focusing on oversupply and undersupply issues within a company. The solution proposes strategies for handling an oversupply of workers, such as re-evaluating outsourcing contracts and reallocating staff to different roles. It emphasizes the importance of aligning employee skills with job requirements. For addressing undersupply, the assignment suggests prioritizing employees with relevant skills and providing training to fill the gaps. The solution references key academic sources and provides a practical framework for addressing workforce imbalances, ensuring efficient resource allocation, and enhancing overall organizational effectiveness.

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HUMAN RESOURCE MANAGEMENT
System04121
2/9/2020

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Answer 1
For oversupply:
In order to manage the administrative oversupply issue. She should end the outsourcing
contracts as in this case it will more cost- effectual to shift the everyday jobs back to the
workers. While this creates business independence the rise in on-site tasks can be absorbed
by your extra labour force. This policy is merely feasible when there are in-house workforces
of the similar aptitude height and pays degree as persons working by the outsourcing
company (Guest, 2017).
For undersupply
She should only consider the employees which would be able to be relevant their skill in
various diverse ways, only those employees should be prioritized who have a strong
background in the communication and have good and excellent skills with industrial skills
and a backdrop in the manufacturing who could with no trouble find themselves in a comfy
career as a resource executive and so on. on the whole, the key to solve your skill shortage
(Hecklau, Galeitzke, Flachs, & Kohl, 2016)..
Answer 2:
One of the best strategy would be to hire people according to the work in the company if t
in the administrative section there oversupply of the workers and the work is less then thy
should be either terminated or they should be given training to work in other sectors, this
will solve the issues of the area where there would be undersupply of the workers and this
would help selling to solve all the issues and the challenges she was facing because of the
staff and work(Hecklau, Galeitzke, Flachs, & Kohl, 2016)

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REFERENCES
Hecklau, F., Galeitzke, M., Flachs, S., & Kohl, H. (2016). Holistic approach for human
resource management in Industry 4.0. ProcediaCirp, 54(1), 1-6.
Guest, D. E. (2017). Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal, 27(1), 22-38.