1. Changing Pattern of Employment
Unit 7
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2. Changes – Why?
Organisations need to keep their costs (salaries, office space) to a minimum therefore more companies are changing their structures.
Previously businesses would recruit staff on a full-time basis to perform set task – RESULT – inflexible workforce unable to adapt to market changes.
Now only employ people who contribute to ‘core’ activities – ie that provide a source of revenue .
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3. Changes – Why?
It also reduces the requirements to pay sickness benefit, holiday pay, pension contributions, National Insurance etc
NOW businesses want a flexible workforce who can adapt to external factors. This has resulted in an increase in part-time, casual staff, contractors to complete non-core activities (cleaning, ICT, accountancy etc).
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4. Part-time workers
Until recently, part-time workers did not have the same employment rights as full-time workers – less cost of hiring, employing and releasing.
– Prevention of less favourable treatment regulation meant that part-time employees had to receive the same benefits as full time.
Benefits to an organisation of employing part-time workers.
Pay less
More flexible in their working hours
Have found to have more productivity levels
Lower rate of absenteeism.
Part-time managers are usually more committed and motivated.
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5. Casual Staff Staff who are hired and released when they are needed.
Do not have the same employment rights as full or part-time workers.
Normally employed during busy times of the year for a number of weeks.
Do not get the same pay and condition as the permanent members of staff.
Post Office may employ casual staff on the run up to Christmas to deal with the increase in demand for services.
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6. Contractual Staff Alternative to employing full-time staff.
Employed on a fixed term contract of one or two years or using agency staff.
At the end of the term the employee will either be released or their contract renewed for a further time.
Benefits to the organisation
Do not have the same employment rights of permanent staff.
No pension scheme required.;
Employee is ineffectively self-employed – don’t work – don’t get paid.
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7. Woman at Work
Continued rise in the number of women working full-time and part-time.
Part-time has shown the biggest increase as women wish to work but still have an impact on family life.
HR departments need to address this by ensuring that equality exists for women.
Legal responsibility to ensure men and women are treated the same in terms of pay and conditions for doing similar jobs. Failure results in fines and bad publicity.
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8. Flexi-time
Working in your workplace at certain core times of the day and making up the other hours which best suit you.
Advantages for employee
Allow staff to miss rush hour therefore reducing travelling time.
Fit in personal appointments and commitments
Advantages for employer
Less absenteeism (fake sickies)
Less late coming
More motivated workforce
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9. Hot desks
An area set aside for staff who do not need office space all the time – e.g. sales person.
All the equipment is provided to carry out their job.
Desk is booked when required.
Advantages
Cost saving to organisation as they do not need to provide individual space.
Employee has a work area when required.
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10. Home/Tele-working Work carried out at home or whilst travelling.
All equipment is provided (communication, ICT etc).
Advantages
Saves on accommodation costs
Increase in productivity as employees will be at ease in their working environment.
But employee may feel isolated.
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11. Drawbacks of a flexible workforce
Spend more time recruiting staff to ensure there is enough staff available (casual, part-time etc).
Training costs will increase.
No continuity of staff when dealing with customers.
Non-core staff will be less concerned with achieving the objectives of the organisation.
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