for Management of Human Res Crisis Hiring You may have heard that Canada's manufacturing sector has slowed down and that there are few growth opportunities in this sector. This blanket statement certainly does not apply to Winpak. This company is growing in Canada and the US, and is hiring staff in their manufacturing operations. The company produces packaging for food products, and has seen steadily rising demand for their products. Winpak recently hired employees for long term positions in their plant as they expect their annual sales to rise from $600 million to $1 billion over the next few years. Finding workers should be easy in an environment where many employers are laying off people or shutting down. But how does a firm decide which applicant to hire? How does a firm attract applicants who will fit into the organization and become highly productive employees? Is every applicant capable of being an excellent employee? If not, how do you determine which applicant will be the best choice? Once you have hired, how do you make sure that employees remain motivated in a workplace where the work may be quite repetitive? And how do you select people who can grow and advance with the company as it changes, or will people have limited growth potential? Finally, how do you retain excellent employees who may have other job opportunities as the economy grows? These are challenges that Winpak faces as it expands. The company operates in a competitive environment and requires committed engaged workers as it grows. Over time, the company will adopt new technologies and production methods. The company will also require more management and supervisory personnel. Will the company be able to promote from within or will the company have to attract from outside? While growth is extremely desirable for this business, it must carefully manage its human resource functions in order to continue to grow in its industry. Video Resource: Based on "Crisis Hiring", The National, (September 14, 2011). Discussion Questions 1. Most businesses, including those in manufacturing, increasingly rely on skilled labour (think labour rather than touch labour). What is the difference between recruiting and retaining skilled labour and unskilled manual labour? 2. How does a company like Winpak retain valued employees? 3. How should a company like Winpak determine which employees should be promoted?