Please enable JavaScript.
Coggle requires JavaScript to display documents.
Functions and evolution of HRM - 2.1 (Labour turnover (Internal causes…
-
Disadv:
- May take time and effort to sign a contract with a company or find one
- If the company has access to confidential information - threat
- If the company goes bankrupt / something occurs, the whole unit fails
- The outsources firm may not be part of the corporate culture
Disadvantages:
- There will be more employees to manage when they are at full time
- Effective communication may be hard due to the increase in employees
- Hard to establish a teamwork culture if the employees never work together / have never met
- Workers cannot be monitored which may lead to a decrease in productivity
Disadvantages:
- They earn less then full time workers
- Demotivation due to exclusion or isolation - social contact is needed
- Security of employment may be lower for these workers
Hard
A firm that is solely focused on maximising profits. the profit seeking culture is likely to include reducing employee costs and to regard labour as a resource just as any other
- Demotivated workers with no job security may be unproductive and unwilling to participate / work
- Bad publicity regarding the treatment of workers may lead to bad reputation
- Not suitable for professional / qualified employees, as these need to be developed to contribute
SOFT
The aim is to develop the person so that they can contribute in the long term to the success of the organisation.
- If workers compete more for jobs and do not have permanent job security, they would work harder and be more productive
- Flexibility of labour means that fixed costs of employing workers are replaced with variable costs - easier
- Increased global competition makes low-cost operations 1 of the main ways to stay competitive.