Staff as an asset v's staff as a cost.
Staff as an asset
Staff will be valued because employers recognise that their efforts will make the organisation perform more effectively.
This might include:
Acceptable remuneration.
Reasonable holidays and pensions.
A safe and comfortable working environment.
Training.
Job security.
Recognition.
Clear and effective leadership.
Opportunities for promotion.
Opportunities to solve problems, work in teams and be creative.
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What might treating staff as a cost mean?
Paying the minimum wage.
Using zero hours contracts. Details here.
The 'gig economy':
More details here.
Minimal investment in training.
Having minimal 'employee rights'.
Penalties for rule breaking.
Relying on 'self employed' status.
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Building a 'flexible workforce'
This would involve:
This would involve:
1. Multi-skilling.
The training of a single employee in multiple skill-sets.
The training of a single employee in multiple skill-sets.
2. Part-time and temporary staff.
A part-time worker is someone who works fewer hours than a full-time worker.
A temporary worker is where an employee is expected to remain in a position only for a certain period of time.
A part-time worker is someone who works fewer hours than a full-time worker.
A temporary worker is where an employee is expected to remain in a position only for a certain period of time.
3. Flexible hours and home working.
Flexible working is a way of working that suits an employee’s needs, for example having flexible start and finish times, or working from home.
Flexible working is a way of working that suits an employee’s needs, for example having flexible start and finish times, or working from home.
4. Outsourcing.
To obtain (goods or a service) by contract from an outside supplier.
To obtain (goods or a service) by contract from an outside supplier.
Advantages of a flexible workforce:
Allows a business to expand and contract quickly depending on demand.
Cost efficient a.k.a. cost saving.
Disadvantages:
Peripheral workers may have less loyalty to the organisation.
Outsourced work may be poor quality.
Problems with poor motivation.
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Distinction between dismissal and redundancy:
Redundancy occurs when a job disappears.
Dismissal occurs because of misconduct or the inability to do a job.
Unfair dismissal is dealt with by an Employment tribunal.
Employer / employee relations.
Tensions could exist around these issues:
Pay
The introduction of new technology
Flexible working
Work conditions
In some workplaces there is an 'individual approach' to resolving issues.
This involves an individual employee discussing issues such as pay with a manager or director.
In other workplaces there is a 'collective approach' involving 'collective bargaining'.
This is negotiation between employers and employee representatives such as from a trade union.
A failure to reach agreement can lead to industrial action.
