Hiring Of Temporary Employees example essay topic

The summer months offer a time for spending time with families, vacations, and the occasional lazy day. Most employees try to schedule vacations and time off in advance to allow their employers enough notice to cover their break, but there are those that will not give any notice of taking a day off. Some employees decide that morning they are going to take the day off and the employees will call in sick. This situation is a normal occurrence, but it is hard to cover a sudden day off.

For managers the problem can be a nightmare. The shortages must be covered on a daily and weekly basis. The hiring of temporary employees can be a full time job in itself due to limited hours and low pay. This analysis will determine a solution to constantly having to hire new people and making sure shifts are covered during the summer months. Managers, in a business where high employee turn around is a constant battle, must hire people sometimes daily. The managers lose time interviewing and training new personnel or lose time by taking other employees away from his / her duties to train the new employee.

Also, time must be set-aside for the new employee to complete a check-in process. There is lost time for every new hire to fill out contact information, insurance paper work, W-4's and any other paperwork the company requires. If this time is added up: one hour for interview, one hour for paperwork, and 8-16 hours for training, a new employee can cost 20 hours for the manager and 20 hours for the employee in lost time. The time may vary depending on training and paperwork, but needless time is lost trying to keep the business going in the summer months.

In order to help the situation a manager must decide what to do. Several answers to this question can be used and, often times, managers must decide year to year which works best. One solution would be to hire through a staffing agency to provide temporary employees. They would do all the legwork and paperwork to hire the employee and would provide another person to fill the position if they did not work out. The bad points about this situation is most agencies require additional funds to provide this service, higher turnover rate for temporary employees, and the employees are loyal to the staffing agency not to their temporary employer.

The good points are the manager can spend less time hiring and getting paperwork completed, the employee can be replaced fairly easily, and a good full time employee can be found without obligating the employer to full time employment initially. The recommended solution would be to offer the temporary employees a minimum number of hours each week. The manger would screen out applicants and hire the ones he / she wanted, train the new employees, and complete necessary paperwork. The temporary employees would then be on call daily and if need be show up for work. If not needed then the temporary employee stays at home and draws a 20-hr / wk paycheck. The company would have a shift covered, or a full week depending on the situation, and the managers have a trained, trusted temporary employee.

The managers would be relieved to not hire personnel weekly just to cover shifts. Many would wonder why pay someone not to work? The answer would not be seen initially but over the entire summer when the number of employees hired has gone down and the managers have more time to manage. Lost time from the hiring process, training process, paperwork, employees quitting, and not having the proper number of people all would decrease.

Managers who deal with employees day-in and day-out understand what it takes to keep the business going and keep most everyone happy. The hard part comes when the workload of hiring people increases. Mangers will try almost any idea to minimize the lost time from hiring and training someone new to fill in temporary position. Temporary employees are not the cream of the crop nor are they going to be around forever but they serve their purpose.

The less they get in the way the better. Train them and call them when needed, otherwise be on call. Everyone is happy including the "maybe just maybe" stay-at-home paycheck earner..