ILO
a) Staff as an asset; staff as a cost
b) Flexible workforce:
- multi-skilling
- part-time and temporary
- flexible hours and home working
- outsourcing
c) Distinction between dismissal and redundancy
d) Employer/employee relationships
- individual approach
- collective bargaining
a) Staff as an asset; staff as a cost
b) Flexible workforce:
- multi-skilling
- part-time and temporary
- flexible hours and home working
- outsourcing
c) Distinction between dismissal and redundancy
d) Employer/employee relationships
- individual approach
- collective bargaining
a) Staff as an asset; staff as a cost
How might staff be considered an asset at John Lewis/Google?
What are the benefits to the business of treating their staff as assets?
What are the benefits to the business of treating their staff as assets?
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Why might staff be considered a cost to a business such as P&O/Sports direct?
What implications might this have for the business?
b) Flexible workforce
Multi-skilling - workers given the scope and ability to carry out a variety of tasks, rather than specialising in one particular area.
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What does being multi skilled mean to someone working at tesco?
What other examples can you think of? What are the benefits of having multi skilled workers? What are the potential drawbacks? |
Part time workers - This is a worker who works less than full-time hours which are 35 or more a week |
Temporary workers - workers who are employed for a fixed period of time e.g. Christmas |
•No specific set amount of hours
•Can be employed to fit round having a child – for example 10am to 2pm •May be evening work – for example in a pub or restaurant •May just be weekends to cover busy periods •Entitled to same sick pay, pay rates, career break as full time see here •These may be employed on a permanent basis |
•Can be full time
•Can be employed on a contract basis which has a time limit – for example a supply teacher on maternity cover for six months •Can be employed on a seasonal basis – for example fruit pickers or Christmas tree sellers |
Flexible working
Flexible working - working from home
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How has working from home been made possible?
What are the benefits of this to the employer and employee? Are there any drawbacks to this for the employer and employee? |
Flexible hours
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What is meant by flexible hours?
How will this benefit the employer and employee? What drawbacks might there be? |
Zero hour contracts
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What is a Zero hour contract?
What are the benefits of zero hour contracts to both the employer and employee? Can you think of any potential drawbacks? |
Out sourcing
Why would a business outsource part of its production or service to a specialist?
What other examples can you think of? |
What disadvantages would be associated to outsourcing?
Is there anyway of reducing these threats? |
c) Distinction between dismissal and redundancy
Why might a business need to dispense with the services of its staff?
Dismissal•Worker may be dismissed or fired from a job for:
–Absenteeism –Gross misconduct (showing up drunk) –Theft of company money or property Worker is not entitled to a payout from the business if dismissed |
Redundancy•Worker’s job no longer exists possibly due to lack of business or restructuring
•Redundancy is sometimes: voluntary – where some staff close to retirement take voluntary redundancy to gain a payout’ •Compulsory redundancy is where a member of staff must leave a job |
Legal requirements of redundancy
•As long as staff have been employed for at least two years, these are:
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•Half a weeks pay for each full year of working when under 22
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•One weeks full pay for each full year of working when 22-40
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•One and a half weeks pay for each full year of working when 41+
•As long as staff have been employed for at least two years, these are:
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•Half a weeks pay for each full year of working when under 22
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•One weeks full pay for each full year of working when 22-40
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•One and a half weeks pay for each full year of working when 41+
d) Employer/employee relationships
see pg.64
What is wrong with this situation? Why has it happened?
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What could be done to improve this situation that the NHS and Jeremy Hunt find themselves in?