Flexibility of work involves a bargain between employers and the workers regarding duration and place of work. Due to globalization and diversity of work, many people in the modern society prefer jobs that they can do from their home places or other places of their convenience…
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74). Most of the institution traditionally hire workers and require them to perform their duties during fixed time which are normally eight continuous working hours a day and in a specific places. In the modern society most of the employees and employers are shifting away from this tradition and are focusing on a variable working agreements to enable workers perform their duties according to their wishes. This has enabled workers to have time with their families and also be able to utilize their working time effectively since they only work when they are ready to work (Berndt & Hartmut 2005, p.191). This has result to gains from both parties in terms of productivity and convenience of discharge of the obligations. 1. Different Recruitment Techniques Every organization aims at acquiring the most efficient and effective workforce who are capable of improving organization’s performance and make it competent (Berndt & Hartmut 2005, p.198). Though there are many qualified job seekers who are ready and willing to work for such organizations, sometimes it is not easy for organizations to hire the most qualified workforce as they would wish (Lipsey & Mucchielli 2002, P.76). The approach taken by the human resource managers during recruitment and hiring of workers will determine the quality of their workforce hence the overall performance of the organization. Approaches for recruiting qualified workers Through recruiting agencies: there are numerous agencies who hire workers on behalf of the organizations (Lipsey & Mucchielli 2002, P.83). Those agencies are ran by qualified hiring personnel who have potential to establish what the organization requires in terms of manpower and look for job applicants with those particular requirements. The advantage of using agency is that agencies normally have time to scrutinize the potential workers unlike organizations which may rely on experience of busy managers with limited resources for recruiting workers. Also, agencies rarely engage in canvassing with job applicants hence there is possibility for getting the best candidates (Berndt & Hartmut 2005, p. 202). Agencies also maintain records of all job applicants hence they can easily trace the most qualified workers whenever they are required to do so hence providing a quick solution to the organizations’ needs of personnel. Also some trade associations encourage their member organizations to advertise their jobs through their websites. Therefore, job seekers can easily access the vacancies in various organizations and apply for them hence giving organizations an opportunity to select the best candidates from the list of applicants (Berndt & Hartmut 2005, p.217). The advantage of this approach is that it offers cheap method for the organization to acquire workforce since most of those association do not charge their members anything. Internal recruitment where organization selects existing workers to fill higher positions left vacant in the organization (Lipsey & Mucchielli 2002, P.90). This approach is efficient because it enables organization to maintain its loyal workers. This instils trust and loyalty among workers because they have confidence that once chance occurs within the organization the existing employees have equal opportunity of being upgraded. This method further enables organization to save its expense they would otherwise incur in hiring workers from outside the organization. Another approach is use of eternal recruitment of employees approach to acquire workers for their organizations. This approach involves inviting job applicants from outside the
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