Effective seasonal labor management strategy
According to Manpower Company, businesses should not wait until the human resources are officially lacking or overloaded to add seasonal workers.
Manpower Company outlines steps to help businesses be proactive and wise in using seasonal labor:
- Set clear goals in the personnel plan.
- Establish a transparent policy, comply with the law on labor rights and classification.
- Ensure that the onboarding (new employee instructions)/offboarding (employee management) process is clear, associated with the role and responsibility of seasonal personnel.
- Optimizing management using human resources software or cooperating with a unit specializing in managing seasonal labor.
When policies are transparent, goals are determined, processes are standardized and technology or experts are properly utilized, businesses will own a flexible human resource ecosystem that can operate sustainably, comply with the law, and quickly respond to all market fluctuations.
In addition, it is possible to maximize the experience and connect seasonal workers. Today's candidates have their own wishes, needs and many other opportunities to consider before deciding to stick with the job. Enterprises that focus on the candidate experience will attract higher-quality labor.
An organization "friendly" to seasonal workers will have the following 4 characteristics: Meeting the flexible needs of candidates: working hours, working models, proactive schedules; enhancing integration and fairness between seasonal and formal workers; encouraging personal development through training programs, performance recognition - feedback, or building career paths; expanding opportunities to become official personnel if appropriate.
Manpower emphasizes that, in addition to proactive planning, an effective implementation mechanism will help organizations and seasonal workers become connected. This is the key to creating a highly adaptive and optimal human resource ecosystem.
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