Temporary employment is becoming common in Europe and the UK also but its impact on firm performance and productivity has not been studied extensively, state Camerman, Cropanzano, and Vandenberghe. The cost to a company does not merely include the wages and the employee benefits. It should also include the recruitment and selection costs, the costs of training and development, and more importantly the employee contribution towards organizational performance. While it is difficult to measure individual employee contribution towards organizational performance, employee commitment and motivation would, to some extent, impact productivity. The increased use of temporary workers by the public sector has given rise to concerns of employee commitment and consequently the indirect costs associated with temporary or fixed-term workers. 1.2 Rationale for research The public sector employers have a positive outlook on temporary workers, the motivation being that it gives them access to specific skill sets (Woods, 2010). Forty four percent of the public sector employers even site this as essential to the success of their organization. A flexible workforce is essential to allow the businesses to grow. The public sector needs a major transformation and this demands a team of talented professionals to manage change. Skills are required in diverse sectors such as project management, budgetary control, procurement, HR outsourcing and transformation. Flexible workforce appears to be the key to a successful organization. Labour market regulation affects labour productivity growth through its impact on worker motivation and effort. If the wages are below the fair wage perception of the workers, the efforts of employees would be reduced. The higher the wage, the higher will be the effort put in by the employees due to higher cost of job loss (Storm & Naastepad, 2007). A study of 20 OECD countries suggests that regulated labour markets promote long-run labour productivity growth both in case of temporary and full-time workers. Regulation raises worker commitment and motivation. Several public sector organizations such as Caerphilly County Borough Council, Cardiff Council, RCT, Torfaen and Merthyr Councils have been employing temporary workers. However, not much of research is available on employee motivation among temporary workers in public sector organizations. It is hence difficult to ascertain to what extent these employees provide competitive advantage. Hence, with the aim to ascertain the strategic decision that public sector organizations should take in staffing and human resources, the research questions for the study are: Are employee commitment and motivation among temporary workers directly related to productivity? To what extent employee motivation and commitment of directly employed temporary workers in public sector organizations differ against the permanent workers? Is it more economical to hire temporary workers against permanent employees taking into account the benefits that have to be given to permanent workers in such organizations? 1.3 Definition of terms Temporary workers Temporary workers are employees who are not permanently hired but hired just for limited periods of time (Entrepreneur Media, 2011). They work for a specific purpose for a specified period of time. Motivation Motivation according to Hardre (2003) is an internal process that controls and regulates behavior. It has been defined as a
1. Introduction 1.1 Statement of the problem With the emergence of new technologies and the growth of the service economy, companies have been rethinking on how to do business (Camerman, Cropanzano, & Vandenberghe, 2007). In the process businesses have developed the ability to respond to the fast-changing business environments…
Starting from the 70's, oil production not only has reduced imports of petroleum products, but also brought substantial gains in trade. British Petroleum is the largest industrial corporation and the UK ranks second in Europe. Britain provides 10% of world exports of services.
This means that the development of the labour market; and by extension the development of private and public organizations, institutions and companies depend on the kind of human resource development that takes place within these outfits (quote). This is because the human resource serves as the lifeline of these outfits and they inject a high level of predictability of the survival rate of the outfits.
The result of this bold move is the report of Sir Michael Latham which was supported and augmented by the report of Sir John Egan a few years after. Both reports in conjunction with each other listed several recommendations enjoining the government and the private construction sector to undergo a series of transformation.
The problem in question is to investigate the effectiveness of use of social media for promoting Government 2.0 in Arab countries and to conclude whether use of social media has a significant influence in promoting Government 2.0 in the Arab World.
Small, medium and large companies are designing effective human resource practices in order to attract, motivate and retain qualified pool of employees that helps the firm in achieving the overall organizational mission, vision and objectives. Companies are actively providing training and development opportunities to their employees so that they can upgrade their knowledge, skills and abilities.
Fixed Tangible assets forms an important line item in the Balance Sheet of any company especially in the case of a manufacturing concern. As per the International Accounting Standard (IAS) 16 Property, Plant and Equipment, items pertaining to various classes of property, plant and equipment shall be classified as assts when the following two conditions are fulfilled It is probable that the future economic benefits, associated with the assets will flow to the entity and; The cost of the asset can be measured reliably  The important thing to consider at the time of recognition of fixed asset is the identification of the relevant cost based on which the asset should be capitalized in the bala
In the past, leadership was viewed as a position needing intelligence and astuteness in strategic planning and decision-making. An educated person who is trained to lead should be strong and not easily affected by emotions. One measure of a good leader was getting things done no matter what.
Stress has become an extremely common issue of concern in workplaces. Long working hours, inappropriate work design, cumulative job pressure, unpleasant work environments, low salary are some of the major reasons associated with work related stress. Stress can have both physical and psychological effects on a person, and can be a principle cause for fatigue, depression, anxiety, high employee turnover, absenteeism etc which can have resulted in low productivity in business.
The essay aims to analyze the field of human resource development. As Oman is concerned, the selection of the field of human resource development for this research could not have come at any better time than now when the country is rapidly becoming a destination point for several skilled labour and investors. who want to invest in the country’s rich natural resources.
6 pages (1500 words)Dissertation
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