What is flexible staffing?
This is one of the most frequently asked questions businesses face. There are multiple answers to this question. We will discuss all possible answers through this article.
Flexible staffing includes two words, flexible and staffing . They both contain different meanings, which make it difficult for people to understand what the term means exactly. Flexible itself means “to be able to change or adjust easily.” Staffing, on the other hand, is “the process of hiring and assigning employees to jobs within an organization.”
Merging the two definitions together, flexible staffing can be defined as ” a human resources strategy that allows organizations to quickly adjust the number of employees working on a project or in a particular department, as needed.”
This is a very general definition, and there are different types of flexible staffing arrangements that will be discussed later.
Why Use Flexible Staffing?
There are many reasons why an organization might choose to use flexible staffing. The most common reason is to save money. When an organization is in a bind and needs to stop or slow production, but does not have adequate manpower to do so, it may choose to temporarily hire outside help. When an organization pays for fewer employees during this time, it saves money.
Flexible staffing can also be useful when there are too many employees working on a project. If the number of employees is greater than what is needed to complete the project, the organization can save money by decreasing the number of employees working on the project.
There are also times when an organization may need to quickly increase the number of employees working on a project. For example, if a company is expecting a busy holiday season, it may choose to use temporary employees to help with the influx of work.
Lastly, flexible staffing can be used to fill in for employees who are on vacation or out sick. By using temporary employees, the organization does not have to worry about losing productivity due to a lack of manpower.
Types of Flexible Staffing Arrangements
The most common type of flexible staffing arrangement is the temporary staffing arrangement. Temporary employees are usually assigned projects that last anywhere from a few days to a year. In this setup, the temporary employee works alongside permanent employees in order to complete his or her project. An organization may also have full-time temporary employees who only work part-time for them when there is extra work that must be completed.
Another type of flexible staffing is a part-time arrangement. In this type of staffing, a temporary employee works a certain number of hours each week. This may be anywhere from 20 to 40 hours per week. Part-time employees usually work for several different organizations at the same time; therefore they usually do not receive benefits such as paid vacation and sick days.
A pool staffing arrangement is similar to a temporary staffing arrangement. The only difference is that pool employees are placed in an organization’s pool, and can be called upon without having to go through the temporary agency. However, they also do not receive benefits.
An outside contractor works directly for his or her own company, which has an agreement with the organization. The contractor is usually brought in to work on a specific project, and once that project is completed, he or she leaves the organization.
The last type of flexible staffing arrangement is the job sharing arrangement. Job sharing is when two employees share one full-time job. This setup is often used by parents who want to stay home with their children, but are still able to work.
Pros and Cons of Flexible Staffing Arrangements
As with any type of staffing arrangement, there are advantages and disadvantages to flexible staffing. The following is a list of pros and cons for each type of arrangement:
Advantages: Usually the main advantage of using temporary employees is that it is a more cost-effective way to staff a department. Temporary employees are also usually available immediately, which can be helpful in a time of need.
Disadvantages: One disadvantage of temporary employees is that they often do not have the same knowledge or skills as permanent employees. In addition, because they are temporary, they may not be as invested in the company and may not be as motivated to do a good job.
Advantages: Part-time employees usually have more flexibility than full-time employees. They are also more likely to stay with the organization for a longer period of time than temporary employees.
Disadvantages: One of the disadvantages of part-time employees is that they usually do not receive benefits. In addition, since they often work for more than one company, they may only be available for a limited amount of time each week.
Advantages: Pool employees are very flexible because an organization does not have to hire new people every time they need someone. In addition, pool employees usually have more knowledge and skills than temporary employees.
Disadvantages: One disadvantage of using a pool is that it can be difficult to find the right person for the job. Another disadvantage is that an organization may not always have the resources to staff a pool.
Advantages: Outside contractors are usually very specialized in their field, so they can bring a lot of knowledge and expertise to the organization. They are also available for a shorter amount of time, which can be helpful when an organization does not need someone long-term.
Disadvantages: One disadvantage of using outside contractors is that they can be expensive. In addition, since they are not employed by the organization, they may not be as invested in the company’s success.
Advantages: Job sharing is a great way for two employees to share one job. This allows employees to have more flexibility and still maintain their employment.
Disadvantages: One of the disadvantages of job-sharing is that it only works for certain types of jobs. In addition, a job sharing arrangement can be difficult to create and manage.
Flexible staffing arrangements are a great way for organizations to staff their department without increasing costs or having employees who do not have adequate knowledge or skills.