Advantages and Disadvantages of Temporary Employees
...s complete the employee can return to the temporary service and you pay no severance or unemployment payments. Temporary employees can provide greater flexibility because the number employed can vary to take account of changes in demand for the product or service. If your workload increases for only a short period of time you can have employees to cover for it. Rather than training existing employees to do a specific project that is only a one time project, you can hire temporary employees that already have the skills to perform the job. Not only can they fill new positions they can also cover for full time employees who are on vacation or taking maternity or sick leave. This flexibility can greatly increase your companies performance. If a particular temporary worker seems to fit well into your business, you can always offer to hire him or her as a permanent employee. Being a temporary before hand, you get a few months instead of only a one hour interview to get to know the employee's strengths and weaknesses. There is also no contract between your business and the temporary so it is up to you, if you would like to extend an offer to the employee or not. While temporary employees seem like a great option, they do not come without their disadvantages. When temerary workers work alongside permenant employees doing the same job and working the same hours, but not receiving the same benefits, this can create morale problems. Temporaries may become less reliable or put forth less effort to make up for the lack of benefits. This will result in a loss in productivity. In most cases temporaries get paid less than there permanent co-workers, but in some situations they may receive more. This can cause resentment amongst employees and trade unions. Businesses who use temporary agencies also have to depend on the testing and screening methods used by the agency. These screening methods may not be as strict as the tests the company uses for permanent employees. This can create a problem if the agency is not filtering out the bad apples. Even if the employee seems like a good worker they still may not pass some screening, like background checks or drug screening to get hired on fulltime. Receiving poor quality temporaries can have a negative effect on the quality of the good or service you provide. Because even highly trained temporary workers need time to learn a firm's processes and customers, companies may not receive enough productivity from the worker to fully cover the money and effort spent training this employee. Additionally, temporary workers are less productive than full-time workers and less likely to produce or shape innovations from what the firm can profit. There are many cases in which the compensation savings of hiring a temporary are offset by productivity losses. While some businesses may think that hiring temporaries gets them out of having to comply with employment laws, that's not always the case. There have been instances where temporary agencies and businesses were involved in discrimination cases. In many cases, after a temporary works for you for one year, you'll have to offer him or her the same benefits you offer your regular employees. In order for a company to make hiring temporaries a success they should consider doing their homework. If the job is intended to be a permanent position hiring a temporary would not be a good decision. Another way to make the experience more successful is the business should shop around to different employment agencies to see what they have to offer and what kind of screening and testing methods they use to hire temporaries. This would insure that the company would get the best of the best in the temporary that they chose to hire. Some companies even require second interviews with a manager from the company. If the employment agency interviews a likely employee and thinks that they are ...