How To Develop Employer Relations With Temporary Employees

Developing employer realations with temporary employees is an important key to motivating and utilizing their skills.

When utilizing the services of a temporary agency and its employees, organizations must consider how issues such as diverse management techniques, wage and benefit discrepancies and workplace assimilation can both positively and negatively affect the company's bottom line. Thus lasting changes in how temporary employees are integrated into the permanent labor force are needed to ensure that the endeavor is advantageous to both parties.

While it is true that temporary employment is now offering rapidly expanding opportunities for both companies and employees, there are undoubtedly both positive and negative aspects associated with hiring a temporary worker. In theory, temporary workers provide employers with benefits such as reduced labor costs and improved flexibility. The primary advantage for the workers is that they receive a variety of assignments that help them to expand their experience and hone their skills. At the same time, if a worker has a particular mix of skills that are in short supply and that individual is prepared to work long hours, earnings can be far higher than those in the core work force. However, both parties will suffer if the temporary worker is less capable of performing the assigned duties than a full-time, permanent employee, or if they simply lack dedication due to the transitory nature of their position.

While the concept of temporary employment originated as a means to provide substitutes for absent, ill or vacationing employees, the industry has grown to the point where some organizations use nothing but temporary workers to accomplish a broad range of tasks. In fact estimates have been made that ninety percent of employers use temporary workers to some extent, which has led some experts to worry that job security has virtually vanished



As a result of the rapid increases in temporary workers and wages, now more than ever, it is essential for management to understand just how make the most of the temp-employer relationship. Many experts advise that strategic planning is the key to overcoming the plethora of obstacles related to the temporary work force. Thus many organizations may feel the need to preserve a measure of security for groups of core employees, by increasing insecurity among non-core personnel. However, any security that employees have is more likely to be rooted in their skills and abilities than in the context of a particular job or organization

In order for an organization to use temporary employees successfully, management needs to perceive temps as strategic partners, and work with them on an even plane, to acclimate them to the company's procedures. It is management's responsibility to familiarize temporary employees with their duties and strategically integrate them into the workforce. Orientation to the organization and the job must be adequately provided, and socialization programs should be installed to help temporary employees to adapt to the idiosyncrasies of the business. Additionally, companies can offer incentives such as cash rewards for mastering skill sets specific to the company, training for skills that can be valued in the external market, or more stable employment opportunities than are typically offered to temporary workers.

The tremendous growth spurt of temporary employment seems to indicate that the industry may be progressively more defined as a typical career path. As a result, the implications for individual job seekers, temporary agencies, and employing organizations will have growing relevance to an increasing number of workplace issues. The ultimate challenge for managers, then, is to coordinate and smooth the progress of the process, while adequately addressing issues related to skill and wage progression for the workforce, flexibility and productivity concerns, and the impact on company structuring and employee morale.

© High Speed Ventures 2011