Understanding Critical Skills Shortage as a HR Management Risk

HirePerfect pic
HirePerfect
Image: hireperfect.com

Respected human resources professional J. Melissa Cooper functions as a managing partner of HirePerfect, which she cofounded. J. Melissa Cooper is experienced in managing the shortage of critical skills and other HR risks.

Critical skills shortage is perhaps one of the most common HR risks. Lacking an efficient workforce to drive your organization, work for a subsidiary, or implement strategic corporate policy can seriously hamper a company.

Companies that are newly formed, looking to tap into emerging markets, or planning to retire their aging workforce all face a critical skills shortage. Experienced HR professionals assess such shortages via a multi-step approach that involves analyzing the organization as a whole, assessing each of its positions, and both quantifying and prioritizing identified risks in terms of their potential severity and likelihood of occurrence. A contingency plan is then established for the company to ensure its smooth operation in the event of risk exposure.

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Improving Talent Retention Rates

HirePerfect pic
HirePerfect
Image: hireperfect.com

A talented entrepreneur and business leader, J. Melissa Cooper is the co-founder and managing partner of HirePerfect, a human resources firm that provides clients with top talent in their field. Holding a master’s degree in human resources along with PHR and SPHR certifications, J. Melissa Cooper understands the importance of labor relations and talent retention and management.

High employee turnover rates are expensive for any business, so keeping the talent you find is crucial to your overall success. Good talent retention begins at the interview process. During this time, focus on finding the best talent for your position but also on finding talent that is retainable. Employees are the ones who ultimately decide whether to leave a company or stay, but you can influence their side of things during the interview process. Once you’ve hired an individual, get to know them. Gathering feedback from employees is an easy way of doing this, but it is important that you actually make changes based on the feedback if you want your employees to stay happy.

If you are not receiving much feedback from employees directly, try creating an employee-centered environment that promotes healthy work/life balance. Robotic work is difficult for employees in all industries, so make sure your employees are taking enough time off to relax. Sufficient relaxation time will increase productivity and overall happiness.

Additionally, consider implementing a flexible hour policy that allows employees to choose their specific hours in an eight-hour day. This flexibility can help employees better manage their personal needs while taking less time off. Further, make sure your employees know that their work is valued. Reward top performers, thank employees for their work, and show them the results of their work.

Dress for Success’ Young Executives for Success Program

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Dress for Success
Image: dressforsuccess.org

After leaving a secure corporate position outside of Boston, J. Melissa Cooper plunged into the unknown world of freelance writing. Starting from scratch and later founding RezBiz, LLC, with only $700, J. Melissa Cooper built her bootstrap company into a multimillion-dollar enterprise before joining Dress for Success to empower young women entrepreneurs through the Young Executives for Success (Y.E.S!) program.

Launched in New York City as a volunteer branch of Dress for Success, the Y.E.S! program is now present in several countries across the globe. Y.E.S! hosts networking and social events aimed at offering mentorship and support to female professionals.

The group’s members include mid-career women between the ages of 25 and 40, representing companies as diverse as Bank of America, GE, Nike, and Intel, as well as entrepreneurs leading small businesses. The members, who are potentially next-generation leaders for Dress for Success, volunteer five hours a month to host special sittings and evenings, lead development workshops, provide pro bono services, and organize fundraisers for affiliate programs.