Extra Well Sdn Bhd may apply a number of measures to solve the difficulties of staff shortages caused by the competitive labour market and the lack of trained workers as mentioned previously in the problems faced by the company. Firstly, the company must offer more than just competitive compensation packages to attract top personnel in a competitive labour market. To make their employment offers more appealing, they may need to consider extra incentives such as bonuses, benefits, and perks. This might include providing flexible working arrangements, chances for professional growth, or health and wellness perks. For instance, Extra Well Sdn Bhd can give bonuses and incentives based on performance or signing bonuses for new workers, or offer benefits like medical insurance or gym memberships for their workers’ health and wellness. Reviewing and adjusting compensation packages on a regular basis is also important to ensure that they stay competitive over time. This might include performing yearly or biannual compensation evaluations or changing benefits and incentives depending on employee feedback and market trends. Aside from that, Extra Well Sdn Bhd should spend more on training programmes to develop their own talent in order to meet the shortage of competent personnel. This may entail collaborating with training institutes or developing their own in-house training programmes to assist staff in developing essential skills and knowledge. The company may boost the skills and capacities of their existing personnel by investing in employee development, decreasing their dependency on external hiring. To illustrate, the company can start off by identifying talent gaps first within the organisation. This might include completing a skills evaluation of current employees or analysing job descriptions to discover which skills are necessary for each function. Furthermore, Extra Well Sdn Bhd can also give access to online learning resources such as e-learning courses, webinars, and tutorials in addition to traditional training programmes. Employees may grow their skills and knowledge at their own pace and in a manner that is convenient for them. Next, the company might also outsource some of their work to third-party contractors or freelancers. Extra Well Sdn Bhd may lessen its dependency on internal personnel by outsourcing specific jobs and perhaps access a larger pool of talented workers. In order to do this, the company must first determine which tasks can be outsourced. Tasks that are less vital to the company’s main operation such as marketing activities and data entry are some of the examples for this. After that, research must be conducted in order to find a reliable and reputable provider by looking into their qualifications and experiences. Only after doing so, the company can proceed into establishing a deal outlining the scope of work, deliverables, timetables, and payment conditions. To guarantee that the outsourced work meets Extra Well Sdn Bhd’s requirements, the contract should include specific service level agreements (SLAs) and quality standards. Following this, the company should monitor and manage the outsourcing relationship once the connection is created in order to verify that the work is being completed as intended. This might include regular check-ins, performance evaluations, and feedback sessions to verify that the outsourced work meets quality and timeliness criteria. Last but not least, Extra Well Sdn Bhd may leverage technology to automate certain operations, therefore lowering their dependency on human labour. Implementing robotic process automation (RPA) to automate repetitive operations or employing artificial intelligence (AI) to optimise workflows and processes might be examples of this. The company can free up their existing personnel to focus on higher-level activities that demand human skills by automating some tasks. Some of the tasks that can be automated include data entry, inventory management, and scheduling. Once these tasks are identified, the company should explore automation tools to find suitable software or technology that can automate the tasks. Automation tools range in complexity from simple task automation software to more complicated robotic process automation (RPA) systems. After identifying a suitable automation technology, Extra Well Sdn Bhd should deploy it and integrate it with its current systems and procedures. This may need some initial setup and configuration, as well as staff training on how to utilise the tool. This implementation should be monitored and evaluated once it is in place to ensure its effectiveness. Tracking key performance indicators (KPIs) such as time saved, accuracy, and productivity, and making tweaks to the tools as needed to optimise their performance, might be part of this. In conclusion, due to a scarcity of experienced labour and competition for suitable applicants, Extra Well Sdn Bhd confronts considerable obstacles. To solve these issues, the corporation can provide appealing employee perks, develop training programmes, establish flexible work arrangements, outsource non-critical duties, and use technology to automate repetitive operations. Extra Well Sdn Bhd may alleviate the impact of the labour shortage and recruit and retain competent people by employing these tactics. To maintain continuing success, the organisation must analyse its plan, monitor its efficacy, and make improvements as needed.
