Approches To Staffing Flashcards
Approaches to staff
-Staff as an asset: Employers who view their staff
as assets will value their employees. Acceptable remuneration, reasonable holidays, good work environment, training. Therefore, employees are motivated. Staff turnover lower
-Staff as a cost: Like any other cost, they wil try to minimise ti wherever possible. This might involve:
• paying just the legal national minimum wage
• using a zero-hours contract (not guarantee a number of hours of work)
• no training
• providing the minimum legal ‘employee rights’ in relation to sick leave, holiday pay and working conditions
Creates false economy, because employees are not motivated. Staff turnover increases.
Flexible workforce
a workforce thatcan respond, in quantity and type, to changes in market demand.
This helps a business to adapt to change more easily.
How to increase flexibility of workforce
Multiskilling: increasing the skills of employees. It will allow employees to deal with a greater variety of issues. So, business could respond more quickly and effectively to problems.
-Part-time and temporary staff: Workers that don’t work for more than 30 hours. Businesses can employ them when many clients are buying.
Temporary workers, are employed during a period of time, ex Rusia 2018.
-Zero-hour contracts: • workers are on call to work when the employer needs them
• employers do not have to give them work
• employees do not have to work when asked.
-Outsourcing: This involves getting other people or businesses to carry out tasks that were originally carried out by people employed by the business. This permits the business focus on it’s main capabilities. Costs are reduced and work outside is done more efficiently.
Adv and disadv of flexible workforce
-A flexible workforce allows business to respond to changes in demand.
-Some specialist jobs need to be done but it would be wasteful to employ a permanent worker to do
them.
-In some cases, temporary staff or subcontractors are cheaper to employ than permanent staff.
-If employees share job they might be more efficient.
-Part-time workers might be less loyal to business. Or feel less motivated because they feel less necessary.
-Some outsourced work is bad quality or not what the business want.
-To many peripheral workers can cause demotivation in core workers. Because they want a stable team
Distinction between dismissal and redundancy
-Dismissal: some employees get dismissed because they are incapable to do their job, or for misconduct. Or unfairly, joining a trade union. If an employment tribunal finds out their former position has to be returned.
-Redundancy: This is where there is insufficient or no work for the employee to do. Employees are entitled to redundancy or severance payments by law.
Employer/employee relationship
-Rates of pay: employers want to pay less to reduce cost and employees more to earn more money.
-Technology: employers want employees because increases efficiency, but employees don’t want because it’s difficult to use.
-Flexible working. Employers prefer to employ
a flexible workforce because it helps to manage production more effectively and keeps costs down. But employees want a whole time job.
-Work conditions: employees want better conditions but employers don’t because it will increase costs.
-Individual approach: builds a relation with employee. This would make employee feel more valuable.
-Collective bargaining: method of determining conditions of work and terms of employment through negotiations between employers and employee representatives, (trade unions).
