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Houseman in her article divides flexible staffing arrangements in five categories.
Temporary Help Agency Workers: Temporary agency are the companies that bridges the gap between labor force and the companies and can hired them for required period and paid through employment agencies.
Short-Term Hires: Short term hires are hired directly by the organization for limited period such as during festival seasons, summer and alike.
Regular Part-Time Workers: Workers in regular part time schedule and organizational payroll, works less than full-time employees but work for long term period or on regular basis.
On-call Workers: Workers who are called or asked to work whenever it is needed fall under this category. They are only called when
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Houseman (in the article) states that, traditionally, firms have used flexible staffing arrangements to reduce the number of workforce hired. Rather than other, reducing the quantity of labor hired was the primary reason for using flexible arrangements. Flexible staffing arrangements are used in the firms to adjust the labor staffs during the peak period in a day, week, month or year to manage the workload and letting the business go smoothly. Otherwise it will be a troublesome job or costlier and tough task to hire a new employee whenever needed for short busy time. Cutting costs can be another core reason for hiring flexible staffing arrangements. Temporary agency workers or the contract workers are not legal employees and are not bound in the collective agreements. So, the management without any legal trouble can lower the wages of specific groups to reduce the cost and along with that for the flexible staffing arrangements the employers needn’t have to provide benefits like that of regular part or full-time employees. In case of flexible arrangements, the firms or employees don’t have to comply with the Employee Retirement Income Security Act (ERISA) and other benefits regulations in to receive preferential tax …show more content…
None of the full-time staffs can remain in the business forever. With on going the business staffs will be retired or leave the job or there will be the need of more labor to balance the workload on regular basis. In such a condition of labor scarce, it would be a rational and easier choice for the firm to hire a full-time staff from the flexible staffing arrangements instead of hiring a new one as flexible staffs will be loaded with some on job experiences and have some insight about organizational culture and
Short term placements: These are not long or permanent but in some cases it may last for a number of years.
Moreover, the company has placed great significance on open and honest communications with the employees on many levels. Even more, leadership expected a plan that would utilize all human assets in a way that would support the organization’s attitude in servicing customers and employees. As such, they found it important to centralize the staffing initiative in order to maintain the unique corporate culture created in the beginning. Every one of these strategies would be focused on centralizing staffing, brining in the best possible employees, and retaining each on a high
employee's job for a leave due to personal or family illness. It allows an employee to take up to 12
I feel that TANF is a useful program, because it allows people to have access to things that they would not generally have. It also allows for the opportunity to receive actual help in bettering other people’s lives. I wish more programs like this existed and offered not only monetary support, but also childcare and education assistance. If more programs like TANF existed there would be more opportunity to better one’s self and less of a sense of being trapped in a poor economic condition.
This is why the employees in the company must be committed and highly qualified individuals. These employees are necessary because they should be able to remain loyal to the company and for them to be able to carry on the company’s legacy. If the company decides to use a flexible workforce, it is not going to work well for the company, because the employees would be temporary and they would not feel too invested in the company. This is why it is important for the company to have a fully committed core workforce that will work to carry on the company’s culture and values and thus be able to best work according to the company’s vision and mission. This is why the company should also focus on retaining its current employees and training them so that they can develop their skills.
Contingent employees are workers with 'alternative work arrangements' and most of them have jobs that last in a year or less in the same company. These employees are usually entitled only to salary but less or no benefits at all. They may include part-time employees, temporary employees, independent contract workers, 'temps', seasonal workers, consultants, and interns. Core employees are the permanent employees hired by the company who receive benefits aside from compensation (www.enotes.com).
Job hunting is hard work, so anything that makes it just a little easier is a very good thing. Temp agencies can be the ideal way to make everything easier as you set about looking for more work. The advantages are numerous, but too many people avoid temp agencies because they aren't really sure of how to use them or they think they don't need help looking for work. So, why would you join a temp agency if you can seek out jobs on your own?
What if DSI had used contingent workers in this case? Contingent workers could provide long-term savings as far as compensation cost. In addition, benefits would be less in comparison to permanent employees. Contingent workers are also beneficial when there is an increase in demand, because they are hired on a limited contract.
Right now, there is a low supply of workers leading to a shortage which means that instead of trying to hire full-time workers Ashok should try to look to different strategies in order to account for the shortage. He could do so by making opening positions for part-time workers, employ contract workers, outsource work and essentially try to reduce that gap. Ashok should have been prepared for this shortage by forecasting the firm’s demand for future employees. By looking at the market share growth of 8% in 2009 to 30% in 2015 Ashok should have predicted the need for more workers and arranged accordingly. This is a major problem because, with a high demand and low supply, it causes an influx of unqualified
The use of contingent workers is on the rise. The U.S. Bureau of Labor Statistics defines contingent workers as anyone who "does not have an explicit or implicit contract for long-term employment" (Phillips & Gully, 2011 pg 51). This definition includes independent contractors, freelancers, consultants, and temporary workers who may or not work for an agency. In the past 50 years, temporary workers have been crucial to many businesses, and their role in business is growing. Companies must recognize potential problems and concerns brought about by employing temporary workers, and adjust their approach to staffing.
By having a large contingent workforce you risk having high turnover, and this can lead to the HR Department having to recruit more contingent labor and making sure they are trained properly to perform the necessary duties. The managers, wanted to have the contract be at least 6 months to cut down on costs.
Staff individuals utilized, coordinated, or administered by a head. Here, unless generally noted, work force incorporates all program staff and volunteers giving administrations to youngsters and/or
A Part-time employee is defined as an employee employed in ac category designated by management and scheduled to work less than 35 hours per week, normally averaging 18-25 hours per week.
The advantages of temp-to-perm policy are great, the employer can save nearly 50% by hiring temporary workers. However, there are some disadvantages that come with hiring temp-to-perm workers, such as the inability to build teams, Contract buyout fees, and Possible lack of commitment. All these factors could be an issue with temporary employees. In terms of contract buyout fees, when hiring a temp-to-perm worker, who fits the position will and wanting to place them as a permanent employee, employers have to basically give them an attractive offer to have the employee accept. Also, there could be the lack of commitment in the employee when they are temporary workers. Because there are little to no benefits they simply just work for the hours rather than quality. Also unlike permanent employees, temporary workers can care less about teamwork because they have a different set of goals compared to the full timers. There could also be legal issues and training and safety issues. Employers really need to focus on health and safety issues. When hiring temporary workers training always needs to take place especially for riskier jobs and legal issues making sure that the employee, who is willing to take the pay cut is illegal and has worker
A salary period may be fixed by an employer and during this period, salary earned by the employee is to be paid with a timeframe not exceeding one month. This regulations ensures that every employee earns the correct amount of money they worked for, for the whole month. It will be considered an offense if employers failed to do so. The fixed salary period may also act as a reminder to some employers who may be preoccupied handling the other aspects of larger businesses to make sure that they pay their employees on time every month. It is also a very organised way of handling the accounts of the company as the dates for the salary payouts are fixed every month so employers can also set aside the total sum of money for the salary payout.