Properly Placing People in Perfect Positions for Productivity: Rightsizing vs. Customizing
Productivity is based on how well workers are staffed. Companies can maximize the productivity of their employees by placing them where they best suit the organization’s needs. Rightsizing emerged in the 1990s and describes the reorganizing of jobs, groups, hierarchies and structures to get the most out of employees and operations. It may mean eliminating jobs or adding them. Customizing requires employers to identify the best places for the best talent in the organization, even potentially creating positions expressly for the purpose of using an employee’s strengths to the employer’s advantage; continuously examining the strengths (and weaknesses) and abilities of staff in light of the company’s strategic goals; and reworking hierarchies, reporting structures and organizational plans. This session will compare rightsizing and customizing and address how they can be used together to benefit employers.
Ruhal Dooley, SHRM-SCP
Rue Dooley has been an HR Knowledge Advisor for the Society for Human Resource Management (SHRM) for over 16 years and has over 25 years of HR experience.
In college, as an accounting major, Rue interned with major corporations and worked his way through school from fast food, to dorm RA, to payroll assistant with a state agency. After receiving his B.S., he worked as an accountant, a budget analyst, a meeting planner, payroll specialist, benefits coordinator, and an HR Generalist…mostly all at the same company!
After managing the HR function for a growing government contractor (from 13 to 100+ employees while he was there), Rue went on to hire school teachers at a major school district. In his current position as an HR Knowledge Advisor for SHRM, Rue has daily direct contact with HR professionals around the world, helping them to create solutions, to improve systems, and to find and use resources that improve the delivery of the HR function.
Rue has authored and co-authored numerous articles; Designed systems and policies; Created practical tools (including forms, letters, toolkits, and other resources); Conducted webcasts and videos; and has been quoted in various media outlets on a number of HR topics. Rue is SHRM-SCP certified.