Approaches to Staffing

Approaches to Staffing

1. STAFF AS AN ASSET

   • MIGHT INVOLVE
     • Remuneration
     • Reasonable holidays etc.
     • Safe and comfortable working environment
     • Job security
   • Likely that staff will be more motivated which is good for productivity.
   • Attract high quality staff

2. STAFF AS A COST

   • THIS MIGHT INVOLVE
     • Paying just the legal minimum wage
     • Using zero-hour contracts
     • Neglecting training
   • This would result in lower employment costs.
   • May decrease motivation and increase absenteeism.

3. FLEXIBLE WORKFORCE

   • DEF: a workforce that can respond to changes in market demand
   • METHODS
     • MULTI-SKILLING: enhancing the skills of employees so they are able to do more than one job.
       • ADVANTAGE: some theorists argue that it motivates workers to improve their work performance.
       • DISADVANTAGE: as they are given more skills, they expect a pay raise.
     • PART TIME/TEMPORARY WORKERS
       • They can be hired to work during peak times.
     • FLEXIBLE HOURS AND HOME WORKING
       • Flexible hours refers to when workers have to work so many hours a week but the firm can bring them in whenever.
         • ZERO HOUR CONTRACTS: a contract that does not guarantee any particular number of hours' work.
       • Teleworkers are employees that work from home.
         • ADVANTAGE: less absenteeism due to bad weather or transport delays, etc.
         • DISADVANTAGE: there may be communication issues if the staff can't be contacted.
         • DISADVANTAGE: harder to monitor the employee's work.
     • OUTSOURCING: this is where a firm hires another business to produce their products.
       • DISADVANTAGE: there can be a loss of control and there needs to be a good relationship between firms in order to work.
       • ADVANTAGE: costs are lower and capacity can be increased.

4. FLEXIBLE WORKFORCE ADVANTAGES

   • Allows a business to meet changes in demand fairly quickly.
   • By outsourcing work, they don't have to train their employees.
   • Could be easier to use temporary staff for specialist jobs.
   • May be cheaper to employ temporary staff than permanent staff.

5. FLEXIBLE WORKFORCE DISADVANTAGES

   • Some firms that have outsourced their work have seen a fall in quality.
   • Temporary or part-time workers may have less loyalty to the firm.
   • Training workers to become multi-skilled can be expensive.

6. DISMISSAL AND REDUNDANCY

   • Dismissal: where the employee is forced out of the work due to reasons like misconduct or being bad at there job.
     • Redundancy: this is where there is either no work or a lack of work for that employee.

7. EMPLOYER/EMPLOYEE RELATIONSHIP

   • CONFLICT COULD OCCUR BECAUSE OF:
     • Rates of pay
     • The introduction of new technology: fear of losing jobs.
     • Flexible working
     • Work conditions

8. NEGOTIATIONS

   • INDIVIDUAL: where the individual will negotiate certain terms, e.g. pay, with the firm.
     • ADVANTAGE: the employee has less power when negotiating.
   • COLLECTIVE BARGAINING: where representatives from a trade union speak on behalf of multiple employees about the issues.
     • ADVANTAGE: may be more cost-effective to have just one set of negotiations.
     • ADVANTAGE: agreements are binding.
     • DISADVANTAGE: a failure to agree can lead to serious circumstances like a strike.