Populations are ageing around the world and in many economies, increasing numbers of workers are considering retiring early or moving on to that job where the ‘grass is greener’!

This can be a major problem for some sectors, like road freight and transport, where retirements, resignations and skill shortages are already beginning to take their toll.

Transportation and logistics is a sector that is growing rapidly, in developing economies. However, workforce development doesn’t seem to be keeping pace.

– Are transportation and logistics companies going to cope?
– How can transportation and logistics companies position themselves so that their executives will be standing in the winner’s circle in 2025?

Elcons Employment Law Consultants present the 3 top suggestions for maintaining a healthy workforce:

1. Retention
The key HR responsibility is to protect your valuable assets – EMPLOYEES.
What is your company’s staff turnover like – anything over 10% should be considered seriously!
Many people think that HR’s main task is to source and employ new talent. However, most HR activities should revolve around retaining existing talent.
Employees are the lifeblood of every company, providing the skills and experience required to keep productivity levels up. Investing a significant amount of time and money into ensuring maximum productivity wherever possible. It is HR responsibility is to protect this valuable asset.
Employee retention is a fine balancing act between organisational culture, remuneration and incentives for its employees including such things as flexible working, working from home and packages such as medical insurance, cycle to work schemes etc.

2. Recruitment
Whether to add to the existing workforce or to replace staff, the second task facing HR is recruitment of talent. Finding the right staff with skills, personality and motivation.
Whether recruitment is handled by HR or with the assistance of a third party, the details of each will need to be recorded i.e. CVs, applications forms and contact details for easy analysis and comparison for review. This can be used for the selection of suitable candidates available, cutting future recruitment costs and shortening time taken, speeding the recruitment process and therefore, preventing drops in productivity and morale.
NB. The new GDPR (General Data Protection Regulations) and falling foul of discrimination means this process needs to be carried out in a legally compliant fashion.

3. Productivity
With the workforce headcount issues sorted, HR must next look at productivity levels to ensure that the business is operating efficiently. Where productivity is low, HR needs to know where the problem lies. Studies can be used to define who does what and how and can then be used to identify potential gains, future capital investment and improved productivity. After all it is all well and good having enough staff, but they need to be doing the job they are paid for at a proficient level to help the business grow.

ELCONS can assist in making sure you are compliant with statutory requirements!

If you are an employer and need specialist advice for all your HR issues, then talk to us. We have many years of experience in your sector.

We are here 7 days a week, 24hrs a day, 365 days a year ensuring that we provide all our clients with up to date employment law advice when it’s needed.

Elcons employer helpline: 01422 822 842