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approaches to staffing (advantages + disadvantages of flexible working for…
approaches to staffing
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cost: not treating employees with care, just hereto make you money. pay low wages and use zero-hour contracts
outsourcing: involves finding another business (external) to carry out part of the production process. to cut costs + achieve a better level of service
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trade union: an organization of workers that promotes workers rights and interests of its members in issues such as wages and working conditions, especially through negotiations
the role of trade unions is changing and they are now spending more time on supporting individuals at work in cases ex. unfair dismissals / discrimination. in recent years trade union membership and power has decline due to tougher laws making it harder to strikes to place or succeed for that matter
individual bargaining: most employers want this as you have more bargaining power. it enables individual efforts to be realized meaning you can issue performance related pay
dismissal vs redundancy:
dismissal: when the individual staff members lack the competence to carry out their duties, ex. by being disruptive
redundancies: when a change in the technological results in a job simply being no longer relevant for workers to carry it out
redundancies:
in the UK larger firms have to give staff 3 months notice before making staff redundant. that period is for negotiations with employees or their trade unions, but usually there is no changing the mind of the company. having decided on the redundancies, there are legal requirements for the minimum redundancy payments, as long as staff have been employed for at least 2 years, these are:
- half a week's pay for each full year of working when you are under 22
- one week's pay for each full year of working when you were 22-40
- one and a half weeks' pay for each full year of working when you were 41 or older