Regular vs Flexible Staffing
HUMAN RESOURCE MANAGEMENT | April 1
2011
| Individual project - Regular vs. Flexible staffing : Making use of contingent workers | Submitted by: Fatima Rauf BBA 2K8 (A) Roll no: 11 |
Regular vs. Flexible Staffing: Making Use of Contingent Workers
Strategic decisions need to be undertaken to see how much recruiting needs to be done to fill staffing needs with regular full time workers and other contingent temporary part time workers. This lies at the foundation of recruitment decisions.
In a business climate where most organizations of various sizes are being forced to become productive, many have turned to distinctive sources of staffing.
Majority of the companies now have thought that retaining a regular workforce carries an excessive cost especially with the added compulsory government costs. Besides the increasing cost associated with full time employees, the increasing rules and regulations have prohibited employers from further recruitment of new employees.
Therefore, the need to maximize expertise and reduce costs is changing the traditional business model where everything was required to be done by your own employees to a flexible model utilizing the need of contingent workers.
Flexible approaches could consist of temporary regular part time workers, independent contractors, on call, contract company workers, and agency temporaries and direct hire temporary workers. They don’t hire traditional employees which save the organization the cost of full time benefit plans along with an added advantage of recruiting in a slightly different market.
Below, I present evidence to further support my argument and enhance my analysis on why companies prefer to use contingent workers as compared to regular full time workers. Then, I would conclude giving some policy recommendations followed by a final thought.
By the accumulated research I have conducted, I have gained an insight into the business phenomenon of the implications they face using
2011
| Individual project - Regular vs. Flexible staffing : Making use of contingent workers | Submitted by: Fatima Rauf BBA 2K8 (A) Roll no: 11 |
Regular vs. Flexible Staffing: Making Use of Contingent Workers
Strategic decisions need to be undertaken to see how much recruiting needs to be done to fill staffing needs with regular full time workers and other contingent temporary part time workers. This lies at the foundation of recruitment decisions.
In a business climate where most organizations of various sizes are being forced to become productive, many have turned to distinctive sources of staffing.
Majority of the companies now have thought that retaining a regular workforce carries an excessive cost especially with the added compulsory government costs. Besides the increasing cost associated with full time employees, the increasing rules and regulations have prohibited employers from further recruitment of new employees.
Therefore, the need to maximize expertise and reduce costs is changing the traditional business model where everything was required to be done by your own employees to a flexible model utilizing the need of contingent workers.
Flexible approaches could consist of temporary regular part time workers, independent contractors, on call, contract company workers, and agency temporaries and direct hire temporary workers. They don’t hire traditional employees which save the organization the cost of full time benefit plans along with an added advantage of recruiting in a slightly different market.
Below, I present evidence to further support my argument and enhance my analysis on why companies prefer to use contingent workers as compared to regular full time workers. Then, I would conclude giving some policy recommendations followed by a final thought.
By the accumulated research I have conducted, I have gained an insight into the business phenomenon of the implications they face using