Disadvantages of Temp-to-Perm policy
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
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
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, 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.