Case study on temporary and permanent employees

Write a Case study on temporary and permanent employees.


Disadvantages of Temp-to-Perm policy

The temporary workers are collectively referred as temps and, are on the rise, but the employers are keener to employ more permanent employees. There are many advantages of seeking this opportunity, but there are disadvantages too, and are listed below:
Temporary employees reduce the costs of company and ranges from placing the adverts, with the training and also the overtime costs. 
The temporary workers can only be employed at the time they are needed. 

Appointing temporary workers saves the time and effort, since in most of the times, appointing a permanent employee cannot be shifted over to other recruiters. 
Temporary workers pass through a screen test beforehand, so there remains lesser chance of low productivity. 
The unemployment claims by the temporary workers is not faced by the companies, but by the companies they are recruited. 
Non- permanent workers may have less in question with regards to their future with the organization, and might be less inclined to perform ideally subsequently.

Temp- Perm position

There are the advantages and disadvantages of taking a temp-to-perm position. While being a job- seeker and working as a temporary worker, there are advantages like of having own time of working and not under any strict working conditions, along with, the fact that there is a flow of income from the temporary job and at the same time it is also possible to continue the job search for better opportunities, and most importantly there is a chance of getting the permanent post from the temporary job. But, there are disadvantages too. In a temporary job there is lesser or no commitment from the employer and also there is no benefits or perquisites, like sick leave or leave encashment or any kind of health insurance (Hmieleski, 2008). 

So, the circumstances under which I would opt for a permanent position are that I will have the job assurance and the full- time benefits, subject to satisfaction that I meet the job description and stay committed to the employer. 

Mix Employees Challenges and the benefits

There are challenges when there is a mix of temporary and permanent employees. There are at times the situation, when there is lesser or no job is to be done, say for an outsourcing company, then affording a temporary employee is more beneficial than the permanent one, since the employee who is permanent they will have to be paid the monthly remuneration, regardless of the availability of the job, whereas for a temporary employee, there is no such fixed commitment for remuneration and so it is indeed a challenge. Dealing with an intermixed gathering of temps and perpetual laborers can present another arrangement of difficulties for any boss. As I would see it, a far-reaching strategy must be built up by the association, to explicitly address such situations. Intermixing of the permanent and the temporary employees is quite challenging, so there must be some comprehensive policies which will then sort the situations similar to these.  

But, this situation may look somewhat changed in case we're speaking rather about temp-to-perm employees., when the employees are hired on a temp-to-perm basis, then there remains some degree of flexibility. Since, the employees will only be get paid for the job so done by them and thus will help the employer save the money. Griffin (Griffin, 2004) clarifies that the treatment of temp specialists is a key worry for any business, including their rights to benefits, investment in organization supported capacities, and furthermore rate of pay. Again, when there is an option for the temp- to- perm basis, then the employees will have their own vested interest, due to the fact that their good work will only make them acquire the permanent position in the company, and in such situation their activities will change and they will not concentrate on the immediate benefits they will acquire (Griffin K. D., 1999), but they will work hand in hand to uplift the company so that they can themselves be benefitted out of that and may also have a personal stake in their own particular permanency inside the association, which will then change their states of mind and practices and may not be so dependent upon quick advantages (Robert A. Baron, 2013)

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Griffin, K. D. (1999). Health and Well-Being in the Workplace: A Review and Synthesis of the Literature. Journal of Management, 357-384.
Griffin, R. (2004). Attitude Measurement in The Blackwell Encyclopedia of Organizational Behavior . Oxford, UK: Blackwell Publishers.
Hmieleski, K. M. (2008). The contrasting interaction effects of improvisational behavior with entrepreneurial self-efficacy on new venture performance and entrepreneur work satisfaction. Journal of Business Venturing, 482-496.
Robert A. Baron, R. J. (2013). Why Entrepreneurs Often Experience Low, Not High, Levels of Stress- The Joint Effects of Selection and Psychological Capital. Journal of Management , 742-768.

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