Lecture 4 artikel 1
Temporary work and human resources management: issues,challenges and responses
One of the driving forces for this increase in temporary working has been the demand from user firms
and the ability to supply from temporary work agencies (TWAs). The most frequently cited reason for
user firm demand for temporary workers has been the labour flexibility it provides.
Temporary work is an term that covers several different forms of employment arrangement including
fixed term employment, on call employment (workers called in to an organisation as and when
required) and temporary agency employment.
This detachement,
- extend to factors as no access to training, career development, employement benefits, org
identification
- can be ongoing with log-term temporary arrengements referred to permatemps.
Positive outcomes arising from temporary employment are that:
-it can improve job matching within the labour market,
-reduce job search time and expenses,
- and offer a transition to permanent employment.
Nonetheless, there are potential dangers of temporary workforce:
-such as exclusion from standard employment benefits and from an organisation’s internal labour
market (including training and career paths),
-job and wage insecurity
- and segregation into a cycle of contingency employment arrangements
The nature of temp work and the temporary workforce itself has changed
First, Temps do all kind of jobs now. Temps used to be contracted to undertake low-skilled, clerical
positions but are now just as likely to be found in the professional and technical occupations or in the
teaching or nursing professions.
Second, the utilisation of temps was once considered to be a “stop-gap” while permanent employees
were ill or on holiday. Now, firms are using temps as part of their competitive strategy to improve
bottom lines and avoid unfair dismissal claims if employees have to be laid off.
Findings
usalisation of temps
Temps are used for a variety of reasons from the traditional role of filling labour shortages, through to
strategic motives relating to the accommodation of product market uncertainty.
Motivations for entering the temp work
many temps are not high skilled knowledge workers that exercise control over placements. While
highly-skilled, knowledge workers do operate in the temp agency market, in the main they are
relatively low skilled, in low paying occupations and suffer from job and income insecurity.
Rela between tem employement agencies and user firms
Temp employment agencies offer a range of services andthey can enter into long-term strategic
alliances with client users. These strategic alliances allow for the clients to reduce risks associated
with product market uncertainty and labour market problems such as skill shortages. The services
offered can range from recruitment through to training and payroll management.
Temporary work and human resources management: issues,challenges and responses
One of the driving forces for this increase in temporary working has been the demand from user firms
and the ability to supply from temporary work agencies (TWAs). The most frequently cited reason for
user firm demand for temporary workers has been the labour flexibility it provides.
Temporary work is an term that covers several different forms of employment arrangement including
fixed term employment, on call employment (workers called in to an organisation as and when
required) and temporary agency employment.
This detachement,
- extend to factors as no access to training, career development, employement benefits, org
identification
- can be ongoing with log-term temporary arrengements referred to permatemps.
Positive outcomes arising from temporary employment are that:
-it can improve job matching within the labour market,
-reduce job search time and expenses,
- and offer a transition to permanent employment.
Nonetheless, there are potential dangers of temporary workforce:
-such as exclusion from standard employment benefits and from an organisation’s internal labour
market (including training and career paths),
-job and wage insecurity
- and segregation into a cycle of contingency employment arrangements
The nature of temp work and the temporary workforce itself has changed
First, Temps do all kind of jobs now. Temps used to be contracted to undertake low-skilled, clerical
positions but are now just as likely to be found in the professional and technical occupations or in the
teaching or nursing professions.
Second, the utilisation of temps was once considered to be a “stop-gap” while permanent employees
were ill or on holiday. Now, firms are using temps as part of their competitive strategy to improve
bottom lines and avoid unfair dismissal claims if employees have to be laid off.
Findings
usalisation of temps
Temps are used for a variety of reasons from the traditional role of filling labour shortages, through to
strategic motives relating to the accommodation of product market uncertainty.
Motivations for entering the temp work
many temps are not high skilled knowledge workers that exercise control over placements. While
highly-skilled, knowledge workers do operate in the temp agency market, in the main they are
relatively low skilled, in low paying occupations and suffer from job and income insecurity.
Rela between tem employement agencies and user firms
Temp employment agencies offer a range of services andthey can enter into long-term strategic
alliances with client users. These strategic alliances allow for the clients to reduce risks associated
with product market uncertainty and labour market problems such as skill shortages. The services
offered can range from recruitment through to training and payroll management.
