How to Overcome an HR Staff Shortage

BY Judah Hirsch Staffing

How to Overcome an HR Staff Shortage

“While extraordinary products and unique services still afford a competitive advantage, the one advantage that stands the test of time… is people.”
― Mark Salsbury, Human Capital Management: Leveraging Your Workforce for a Competitive Advantage

HR jobs are in demand now more than ever. There are many factors for this HR boom: new startup technologies which require administration and payroll expertise; existing companies which need manpower ability to support further expansion; and the profitable Philippine economy which needs HR to further drive income and growth for businesses.

In any case, it seems that demand outweighs supply. How can valuable HR services be provided to the company despite this employment climate?

Here are 4 ways to overcome an HR Staff Shortage.

1. Promote from within the company’s own employees

Perhaps the office has staff secretaries which are currently serving HR functions such as administration, payroll, hiring, and the like. It would serve the company’s best interest if the management promotes from within its own employees.

People think that it’s more about qualifications, when, in fact, it’s more about getting the job done. And this makes sense: why overhaul completely and bother with training new hires when the office is already smoothly running? So to overcome this HR staff shortage, consider promoting your company’s regular staffers or secretaries to HR positions. They’ll thank you. And surely, your business will, too.

2. Consider ability over experience

One of the peculiar things about the job industry is its insistence on hiring employees who have “years of experience” under their belts. Though this practice is rooted in common sense, it is especially limiting and the company could possibly miss out on hiring less experienced yet eligible job seekers who are capable of delivering results.

It used to be that HR hires in the past were those who took up courses in Business Administration or Psychology. Now there are courses that are made especially for HR, such as Bachelor of Science in Human Resources and Human Resource Management.
Thus, when looking for potential hires, consider ability over mere conventions such as years of experience. You might miss out on potential talents who could be a good fit for the company.

3. Management: Be hands-on and innovative

In the article published by Forbes entitled  “Has Human Resources Become Out of Date?” it encourages building business agility instead of being bound by restrictive rules and hierarchies. After all, this generation’s business model has become successful with a customer-centric approach, centered on continuous innovation.

“If your HR and learning programs are focused on building customer-centric teams, empowering managers and people to make decisions, encouraging a culture of learning, teaching managers to coach and develop others – then you have moved to the Agile Model for HR. If your HR programs are still focused heavily on enforcing the rules, formalizing structures and centers of power, and putting leaders on a pedestal, then your HR and employee programs are probably holding your company back.”

Lots of buzz words, but it’s basically a call for the Management to be hands-on and to replace old, existing HR techniques that don’t work. Integrate real value into your employees, teach them skills that would be useful to their lives and to the company, and focus on making HR processes become continuous, not episodic.

4. …but for other tasks, outsource and automate

Outsourcing and automation are good alternatives to efficiently accomplish human resource needs.
For the outsourcing side, hiring needs can be posted online in order to remove the need for a recruitment team. Sites such as,, and many others are filled with potential hires. For a small fee, the company can subscribe to those sites and thus benefit from having innumerable resumes and CVs at their fingertips.

As for the training and development side, there are companies that offer specialized HR training programs such as talks, conferences, and the like. This eases the burden of smaller offices, who no longer need to hire HR staff just to create modules or training programs for their employees.

On the other hand, automation covers a whole range of simple processes, from attendance to payroll. There are a lot of applications that companies can turn to.

Salarium is one of the pioneers in automating HR tasks in the Philippines. It provides various solutions for time, attendance, and payroll management. 

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