| Title | Leading Role for HR in Alternative Staffing |
| ShortDescription | Managing a company's human resources, already a challenging task, has become more difficult with the proliferation of alternative staffing options. One alternative alone, that of temporary staffing, has evolved and grown into a nearly $40 billion industry. Although most companies rely on some alternative staffing arrangements, those arrangements often develop haphazardly or on a departmental basis, rather than as part of a comprehensive staffing strategy managed and administered by human resource (HR) professionals. Only HR professionals have the unique perspective and qualifications to evaluate a company's overall staffing needs, develop a comprehensive staffing strategy, and administer that strategy. |
| LongDescription | To remain major players in this critical arena, human resource (HR) professionals need to understand the operational, financial, and legal aspects of alternative staffing strategies. Managing a company's human resources, already a challenging task, has become more difficult with the proliferation of alternative staffing options. One alternative alone, that of temporary staffing, has evolved and grown into a nearly $40 billion industry, largely in response to corporate demand. Sophisticated employers seek tailored solutions to staffing problems, rather than simply increasing payroll when increased productivity is needed. Although most companies rely on some alternative staffing arrangements, those arrangements often develop haphazardly or on a departmental basis, rather than as part of a comprehensive staffing strategy managed and administered by HR professionals. In some companies, employees from non-HR disciplines such as purchasing, budgeting, or accounting have begun to take the lead in making those arrangements. But HR does not have to, and should not, accept a reduced role in this critical arena. Only HR professionals have the unique perspective and qualifications to evaluate a company's overall staffing needs, develop a comprehensive staffing strategy and, with senior management's approval, administer that strategy. Too often, purchasing agents or cost accountants who take on this task focus on the unit cost of employees, while giving short shrift to critical human factors such as morale, training and development, and building team spirit. But as HR professionals know, those factors translate into productivity which, in turn, leads directly to profits. |
| SourceAuthor | Greble, Thomas C. |
| Reference | HR Magazine, Feb 1997 |
| Organization | HR Magazine |
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http://findarticles.com/p/articles/mi_m3495/is_n2_v42/ai_19224638/
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