Strategic Choices in Staffing: Compensation, Recruiting, Training

This report examines strategic choices in staffing, including setting compensation based on performance appraisals, aggressive recruiting for top talent, managing costs through layoffs, and providing training for skill enhancement. The advantages and disadvantages of each choice are discussed, with an emphasis on employee motivation and organizational effectiveness. The report also explores the future of training, highlighting the increasing reliance on technology and the shift toward continuous learning through online platforms and microlearning modules. The analysis incorporates insights from industry experts and emphasizes the importance of adapting training methods to meet the evolving needs of the modern workplace. References from various sources support the findings, providing a comprehensive overview of the strategic considerations in staffing and training.

The strategic choices of an organization concerning staffing could be setting compensation.
Human resource manager need to set the compensation on the basis of performance appraisal
of its staff and this is a major challenge. As they have to make sure that their employees are
motivated to work. Another strategic choice is recruiting aggressively to hire the best talent in
the market to enhance the effectiveness of the organization by their performance. They also
have to manage the costs by layoffs which are a tough decision. They need to provide ranking
on the basis of that the below performers can be asked to leave. Training is another strategic
choice which should be provided by the organization to make learn the staff new technology
or any new up gradation in existing technology.
Setting compensation:
The advantages of this strategic choice is that it certainly motivates the employee to work
harder or and perform better to gain success and achieve more. The disadvantage could be
that the employee might not be motivated as its aspiration is something else.
Recruiting aggressively:
By recruiting on a regular basis would infill fresh knowledge into the company environment.
Disadvantage could be that the company has to undergo severe expenditure mode and
recruitment might not be successful each time.
Managing Costs:
One needs to manage costs by cutting down the expenses. It would add value to the monetary
side. On the other hand cutting of various dimensions might lose value from the company.
Training:

It provides a sense of newness and advanced learning in the environment of the company. It
certainly is profitable from the employee’s as well as from the perspective of the
organization. On the other hand, if the training is not being taken seriously the money, time
and energy would be wasted.
(Heibutzki, 2015)
Face of training in near future:
Today’s world cannot exist with a well organized training. Businesses are so much reliable
on technology these days. Talk about could computing to various data management software
tools, with the increasing technology the requirement of training is gaining its eminence on a
regular basis. For a training to be effective one need to gauze with close attention as in which
areas especially the employee should undergo training (Brant, 2016).
In the near future, employees at work no longer would be referring to their school or college
learning’s. Learning and individual growth is going to become basic element of each work
culture. Industry experts are of the opinion that class room studies would no longer be
available. Rather the more concentration would be on human to human contact is the idea of
the future. That can be done with the help of internet and its tools (Video conferring,
discussion forums, IM etc). The work culture would be schedules in such a way so that the
employees would be taking out of their comfort zone by breaking the usual work schedule. It
is believed that in near future learning would be considered as more of a systematic
procedure. In a way that one can learn a particular task done strategically with the help of
step by step procedure in a 5 minutes video and its being learned (Young, 2017).

References:
Heibutzki, R. (2015). List of Goals for Staffing. www.chron.com. Retrieved 15 November
2017, from http://smallbusiness.chron.com/list-goals-staffing-33303.html
Brant, C. (2016). The Future of Corporate Training in a Changing
World. www.trainingindustry.com. Retrieved 15 November 2017, from
https://www.trainingindustry.com/articles/learning-technologies/the-future-of-corporate-
training-in-a-changing-world/
Young, K. (2017). What will training look like in the workplace of the
future?. www.computerweekly.com. Retrieved 15 November 2017, from
http://www.computerweekly.com/opinion/What-will-training-look-like-in-the-workplace-of-
the-future
Strategic choice is central to strategy making. (2017). Simply-strategic-planning.com.
Retrieved 15 November 2017, from http://www.simply-strategic-planning.com/strategic-
choice.html