Chapter 14- Approaches to Staffing Flashcards
Collective Bargaining
A method of determining conditions of work and terms of employment through negotiations with employers and employees
- Trade unions represent the views of members and try to
negotiate in their Interests - As a representative body, such as a trade union, more strength
and influence is available in negotiating with employees - Without bargaining processes, employers and managers
would be able to set wages and conditions without taking into
account the interests of employees - Employees must be free to join representative bodies
Flexible Workforce
A workforce which can respond in changes in demand of all types – this helps a business to adapt to change more easily
Pros of a flexible workforce
• Allows business to change to market conditions therefore maximise
profits- businesses may be reluctant to take on too many new
permanent staff in-case demand falls again and they are left with
too many staff
• It may not be economically viable for them to hire specialist staff
just outsource
• Flexible hours means that you don’t have to pay them when they
aren’t doing anything
• Employers are not responsible for training temporary workers;
businesses may be able to pass that cost onto subcontractors or
whoever has paid for the training of a temporary worker
• Employing workers who can job share or work flexible hours may
allow a business to operate more efficiently – for example a
business may be able to an employee in a day and another in the
evening to respond to clients’ needs over a longer period.
Cons of a flexible workforce
• Temporary staff may be less loyal and just in it for the money,
therefore less efficient
• Outsourcing you have no control over – poor quality which
damaged reputation with customers
• Communication is a problem – peripheral workers are not
necessarily available when the businesses would like to
communicate with them
Home Workers
People that undertake their regular work from home – they include farmers, shop owners’ writers, musicians etc. they may be full time part time or self-employed – there will be less problems with absenteeism and less disruption due to bad weather – however communication may be an issue if staff cannot be contacted and it is more difficult to monitor the quality of work undertaken.
Industrial Action
Disruptive measures by workers to put pressure on management to change disagreements
Outsourcing
Getting other businesses to undertake work originally carried out by people employed by the business – for example a business manufacturing aircraft component may outsource payroll marketing or IT work.
However, major drawbacks are the loss of control and the reliance that businesses place on suppliers – for example, if suppliers fail to deliver on time the whole production process can be help up.
Multi-Skilling
The process of increasing the skills of the employees – it is argued that giving individuals the skills and responsibilities to deal with a greater variety of issues will allow a business to respond more quickly and effectively to problems
Trade Unions
Organisations of workers that exist to promote the interest of their members
Zero-Hours Contract
A contract that does not guarantee any particular hours of working
Approaches to staffing
• Staff as an asset- managers will concern for their welfare, they look
at Maslows hierarchy of needs and care about their employees,
which will make them work better and more effectively
• Staff as a cost- like any other cost they try to minimise it, and don’t
give any extras
Difference between dismissal and redundancy
Dismissal is because of misconduct or an employee is incapable of doing its job. Redundancy is because of the lack of a job due to not needing that area or cut backs
