Building a Workforce - A Critical Factor for Growth & Competitiveness
In the competitive race, capital, products or technology can help businesses dominate the market, but the core factor that creates sustainable differences is people. A strong workforce not only helps the company operate effectively but is also a strategic lever to expand scale, grow rapidly and maintain a position against competitors.
However, building the right workforce is not just about hiring good people, paying high salaries, or having a good working environment. Businesses need to approach this issue from three angles:
✔ The Right Strategy – View human resources as part of the company's long-term strategy.
✔ Correct Method – Apply scientific human resource management methods.
✔ Correct Execution – Implement specific actions to achieve clear results.
The right strategy
View human resources as the pillar for growth
View human resources as a long-term investment, not a short-term cost.
Many businesses cut staff to optimize costs, but in reality, the most sustainable businesses Always consider people as a strategic investment.
Human resources must be aligned with business strategy.
If a company focus on innovation, they need Innovative thinkers, dare to think differently. On the contrary, if the company follows the direction of Sustainable growth, they need highly disciplined and compliant staff.
THE RIGHT METHOD
Apply effective human resource management methods
→ Forecasting staffing needs instead of passive recruitment
Common mistakes: Only hire when someone leaves or when there is an urgent shortage of staff. This leads to hasty hiring, not selecting the best talent.
Solution:
- Using data to forecast human resource needs: Apply Skills Gap Analysis to see what skills the company is lacking.
- Human resource planning according to growth cycle: For example, if the company plans to expand its market in the next 2 years, it needs to plan for recruitment & training now.
→ Build a 3P salary and bonus system to create motivation
The salary and bonus system is not only for compensation, but also a tool to help employees. work more efficiently.
- Pay for Position – Guaranteed salary according to market value.
- Pay for Person – Evaluate and pay based on ability, avoid "leveling".
- Pay for Performance – Link income to work performance to increase motivation.
→ Applying technology to optimize human resources
- Using AI to filter profiles and analyze candidate capabilities (reduce recruitment time by 50%).
- ✔ Use an automated performance management system to evaluate personnel more objectively.
- Integrate e-learning for flexible employee training without taking too much time.
Effective execution
Implementation must be effective
Forecasting staffing needs instead of passive recruitment
Common mistakes: Only hire when someone leaves or when there is an urgent shortage of staff. This leads to hasty hiring, not selecting the best talent.
Solution:
- Using data to forecast human resource needs: Apply Skills Gap Analysis to see what skills the company is lacking.
- Human resource planning according to growth cycle: For example, if the company plans to expand its market in the next 2 years, it needs to plan for recruitment & training now.
Strategic hiring instead of mass hiring
✔ Focus on quality over quantity – It is not good to recruit a lot, but it is necessary. suitable person.✔ Leveraging data to make decisions – Do not recruit based on feelings, but based on Assess skills & culture fit.
Building a strong corporate culture to retain talent
✔ Attractive but realistic benefits – Not only high salary, but also development opportunities.✔ Create a challenging & empowering work environment – Help employees feel valued.✔ Evaluate & recognize employee contributions promptly – Avoid being good but not recognized.
