Permanent Recruitment Vs New Form of Employment

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Permanent Recruitment Vs New Form of Employment 



Permanent workers are more popular in the job market. The permanent worker holds the power of the organization and they are loyal to the organization because they possess the organizational benefits directly. Most importantly permanent workers have the job security, fixed salary scheme, proper promotion procedures, fixed working hours, retirement benefits and also most of the permanent workers are eligible for paid vacations, insurance coverage for spouse or family and can be selected for local and foreign HR training secessions (N. D. Cuyper, H. D. Witte, 2007). The permanent workers are counted as a real organizational asset.

          On the other hand, as a permanent worker is limited to a frame of work and work under the same management. Full-time workers have limited space for self-development and barriers to knowledge acquisition in new market trends. 

Recently there is a new trend that organizations are trying to move to temporary recruitments rather than recruiting permanent staff (P. Allan, S. Sienko, 2011). Therefore, new forms of employment such as Employee sharing, Interim management, casual workers & portfolio work etc. enhances workers to step into the new job market. 

New forms of employment give employees to experience different management techniques, acquire new knowledge, diversification of work, flexibility, autonomy, empowerment, creation of new job opportunities in the market, to demand knowledge and higher monitory benefits etc. This, in turn, will create job satisfaction.

       From the Organization’s point of view, these new forms of employment will create the labour market more innovative and attractive and thereby the employer’s recruitment criteria could be easily met. The Organization can be benefited by getting the maximum outcome from such recruited employees. These forms of employment will contribute to reducing certain overhead cost items in the Financial Statements. For example, the term “Employee sharing” allows a group of employers to share individual expert employee and subsidiary companies can get expert knowledge for minimum cost.

Therefore, a new form of employment gives value to an employee as well as employer’s recruitments and flexibility in the working system improves employee effectiveness and engagement of work.



References


N. D. Cuyper, H. D. Witte, 2007. Job insecurity in temporary versus permanent workers: Associations with attitudes, well-being, and behaviour. [Online]
Available at: https://www.tandfonline.com/doi/abs/10.1080/02678370701229050
[Accessed 20 05 2019].

P. Allan, S. Sienko, 2011. Journal of Employment Counseling. [Online]
Available at: https://onlinelibrary.wiley.com/doi/abs/10.1002/j.2161-1920.1998.tb00999.x
[Accessed 18 05 2019].

Sviokla, J.J., 1996. Knowledge workers and radically new technology. MIT Sloan Management Review, 37(4), p.25.

Felfe, J., Schmook, R., Schyns, B. and Six, B., 2008. Does the form of employment make a difference?—Commitment of traditional, temporary, and self-employed workers. Journal of Vocational Behavior, 72(1), pp.81-94.

Henderson, H. and Henderson, H., 1996. Building a win-win world: Life beyond global economic warfare. Berrett-Koehler Publishers.






Comments

  1. Apsara WickramarathneJune 11, 2019 at 5:39 AM

    Even though the permanent employee has lack of opportunities with changing technologies and other knowledge as you mentioned since they have to operate under same management and same job frame it will be an disadvantage to them.But one side they are in the safe zone of not having a job. But with new employment as you have mentioned it will solve the problem and gives value to an employee as well as employer’s recruitment and flexibility in the working system improves employee effectiveness and engagement of work.

    ReplyDelete

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