1.4.1 Approaches to Staffing

Cards (18)

  • Staffing
    The thinking behind the approach to staff as an asset or cost and the specifics of how many people are need in a role
  • Staff: As an Asset
    Staff provide expertise and skills to firms to increase productivity, innovation and improve customer service to build a positive reputation for shareholders and customers
  • Staff: As a Cost
    Staff are one of the largest costs as they need to be recruited and trained, managers are needed, full-time workers and hourly wages must be paid, additional benefits eg. pensions and redundancy
  • Flexible Workforce
    Employees are equipped to do different roles or have a range of employment patterns eg. full-time, part-time, zero-hours contract
  • Ways to Develop a Flexible Workforce
    -Multi-skilling
    -Part-time and temporary working
    -Outsourcing
  • Multi-skilling
    Training workers to fulfil multiple job roles
  • Benefits of Multi-Skilling

    -Firms utilise their workforce more efficiently which reduces labour costs and increases productivity
    -Improves patient outcomes in healthcare industries as workers with a range of skills can provide comprehensive care
  • Limitations of Multi-skilling
    -May require significant investment in training and development
    -May not be appropriate for all job roles especially ones requiring a high level of expertise
  • Part-time and Temporary workers
    Part-time workers work only a few days of the week/ less than 40 hours and temporary workers are hired whenever the firm needs them
  • Benefits of Part-time and Temporary Workers
    -Flexible working attracts talented workers
    -Staff can work at their most productive hours and avoid distractions
  • Limitations of Part-time and Temporary Workers

    -Flexible working can create challenges in communication and collaboration
    -Monitoring and managing flexible workers can be difficult
  • Outsourcing
    Companies produce products at a lower cost by hiring a different company to perform services or create goods
  • Benefits of Outsourcing
    -Access specialised skills that may not be available in the company
    -May reduce labour costs
  • Limitations of Outsourcing
    -Loss of quality control especially if the partner is overseas
    -May create ethical concerns if there are lower labour standards or human rights abuses in the country
  • Dismissal
    The termination of employment by an employer usually for misconduct or poor performance this can be with or without notice
  • Redundancy
    A role is no longer available because the firm reduces the size of the workforce the employee is not at fault and legal procedures eg. compensation are followed
  • Employer-Employee Relationships: Individual Approach

    -Assumes each employee has unique goals, interests and motivation
    -Emphasises compensation tailored to the employee
    -The employment relationship is a voluntary agreement and both parties negotiate
    -The employer can hire, fire and set the terms and conditions
  • Employer-Employee Relationships: Collective Bargaining
    -Employees are represented by a trade union to negotiate better wages, working conditions and benefits
    -Employees have more bargaining power collectively
    -The relationship is a power struggle; the employer wants to maximise profits and employees want to maximise wages