Approaches to Staffing

• Flexible working?


  development of a culture where workers are equipped to do different roles or where they work in a range of employment patterns
• impact of National Minimum Wages on Staffing Costs:

  • only applies on those who receive wages not a salary
  • those who receive wages will face higher labour costs
  • those who receive a salary are less likely to be affected by national minimum wage - already pay a fixed amount regardless number of hours worked
• how are staff a cost to a business?

  • hiring/training workers
  • managing people as managers have to be hired
  • paying salaries
  • paying wages
  • offering staff additional letting workers go
• how are staff an asset to a business?

  • they bring knowledge, skills + expertise
  • can increase productivity, drive innovation and enhance customer service - contributes to success/profitability of business
  • can help build a positive reputation through interactions with customers, suppliers and stakeholders
• human resource management focuses on how employees can be:

  • effectively recruited
  • effectively deployed (used)
  • effectively developed/trained
  • effectively motivated
  • effectively managed/led
• why is effective human resource management (staffing) important?

  so it ensures that the business has 'the right people, in the right roles with the right support with opportunities to succeed' - leads to higher productivity, more profits + positive work environment
• what is dismissal?


  termination of employment by an employer against the will of the employee
• when are employees made redundant?

  when their job is no longer available + business reduces the size of its workforce
• collective bargaining:

  • process where employee negotiates with employers for better wages, working conditions and benefits
  • negotiating collectively has more bargaining power than as individual
  • employment relationship is seen as a power struggle between two parties with conflicting interest
• individual approach:

  • focuses on relationship between employer and employee
  • each employee is unique
  • emphasises need for tailored compensation packages that cater to each employees unique skills and needs
  • employment relationship is a voluntary agreement between two parties in which both negotiate their respective roles, responsibilities and benefits
  • employer has the power to hire, fire and set the terms and conditions of employment
• ways to develop a flexible workforce:

  • multi-skilling
  • flexible hours + home working
  • outsourcing
  • part-time and temporary working
• what is outsourcing?


  a business process is contracted out to another company, allowing company to produce products at a lower cost and maintain competitive pricing
• disadvantages of outsourcing:

  • may lead to a loss of control over quality and delivery - especially if partner is in another country
  • may create ethical concerns - especially is partner is in another country with lower labour standards/human rights abuses
• advantages of outsourcing:

  • may allow businesses to access specialised skills that may not-be available in-house
  • may reduce labour costs
• part-timers?


  work 2/3 days a week
• temporarily working?


  shows ups for work whenever business needs them
• disadvantages of part timers/temporarily workers:

  • flexible working arrangements can create challenged in terms of communications and collaborations
  • monitoring/managing flexible workers can be more difficult
• advantages of part-timers/temporarily worker:

  • flexible working arrangements can help business to attract and retain talent - especially staff who value work-life balance
  • this may improve productivity - staff can work during their most productive hours and avoid distractions
• multi-skilling?


  process of training workers to fulfil multiple job roles within a business
• advantages of multi-skilling:

  • business utilise their work-force more efficiently - reduces labour costs + increase productivity
  • can help to improve patient outcomes in healthcare industries as workers with a broader range of skills can provide mare comprehensive care
• disadvantages of multi-skilling:

  • may require significant investment in training and development
  • may not be appropriate for all job roles, especially those that require a high level of expertise