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Home » Page 89

Organizational Skills – Meaning, Types, Advantages with Examples

June 10, 2023 | By Hitesh Bhasin | Filed Under: Management

Organizational Skills

Definition of Organizational Skill Organizational skill is defined as the ability to use processes to get things done admirably and effectually.  It is not inherent…

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Business Portfolio – Definition, Meaning, Examples, Management

October 16, 2020 | By Hitesh Bhasin | Filed Under: Business

What is Business Portfolios

Definition: A Business Portfolio is a combination of various products, services and business units that make up a business. By observing this portfolio and each…

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Network Marketing – Meaning, Types, Features, Advantages

July 11, 2024 | By Hitesh Bhasin | Filed Under: Marketing

Network Marketing

What Is Network Marketing? Network marketing is a business concept where people sell items or services through their networks. This empowers a workforce that can…

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Cost Leadership – Strategies, Advantages, Disadvantages

March 8, 2020 | By Hitesh Bhasin | Filed Under: Management

Strategies to achieve Cost Leadership

In simple terms, cost leadership can be explained as when a company tries to get a competitive edge by reducing the price of the product….

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Adams Equity Theory of Motivation – Definition and Meaning of Equity

July 13, 2020 | By Hitesh Bhasin | Filed Under: Human Resources

What is Equity Theory

Definition Equity theory is a concept where people want the ratio of their outcomes to be nearly equivalent to the ratio of a referent person…

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Information Processing – Definition, Tools and Stages

December 19, 2024 | By Hitesh Bhasin | Filed Under: Marketing

Understanding of information processing

Information processing, as the name suggests, is about processing information in a manner that is noticeable to an observer. It is a method that allows…

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Target Population – Definition and Examples

June 13, 2023 | By Hitesh Bhasin | Filed Under: Marketing

Target Population

In this article, you will learn about what is target population, the definition of the target population, and a few examples of the target population…

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What is Whitleyism? Meaning and Internal Characteristics

February 26, 2025 | By Hitesh Bhasin | Filed Under: Management

internal characteristics of the Whitleyism

Whitleyism is a system used by English industries to solve matters about hours, wages, and such. It is a system of voluntary permeant board mostly…

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What is Guerilla Marketing? Definition, Types, Ideas & 10 Examples to Inspire You

May 13, 2024 | By Hitesh Bhasin | Filed Under: Marketing

Guerilla Marketing

Guerrilla Marketing, named after the surprise tactics synonymous with guerrilla warfare, is an innovative advertising strategy designed to catch its target audience off guard. This…

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How to Determine Selling Price? Calculation and Usage

June 12, 2023 | By Hitesh Bhasin | Filed Under: Marketing

selling price - 1

Selling price is defined as the price at which a particular commodity, product, goods, or service is sold to the buyer by this weather. Generally…

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What is Idle Time? Types, Causes, Control and Analysis

March 8, 2020 | By Hitesh Bhasin | Filed Under: Human Resources

Understanding idle time

Idle time is defined as the unproductive time of either the machines or the employees that is caused by the management because of factors that…

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Stakeholder Management – Overview, Principles, Types, Pros, and Cons

July 31, 2020 | By Hitesh Bhasin | Filed Under: Management

Stakeholder Management

The process of systematic analysis, planning, finalizing, and implementation of pre-designed actions to engage with stakeholders is called stakeholder management. Management and engagement are possibly…

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What is Intrapreneurship? Intrapreneurs vs Entrepreneurs

March 8, 2020 | By Hitesh Bhasin | Filed Under: Management

What is Intrapreneurship

When an employee acts as an entrepreneur while working in a company, the whole process is understood as Intrapreneurship. Many get confused between entrepreneurship and…

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Absence Management – Definition, Objectives and Benefits

March 8, 2020 | By Hitesh Bhasin | Filed Under: Human Resources

What is absence management

What is absence management? Absence management is a program that is designed to control the absenteeism of employees in an organization. Employees of an organization…

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Flexible Staffing in Business: Definition, & Advantages

July 19, 2020 | By Hitesh Bhasin | Filed Under: Human Resources

What is Flexible Staffing? Definition, Meaning, Options, Advantages and Disadvantages: How to Implement a Flexible Staffing Strategy Definition of flexible staffing Flexible staffing, as the name suggests, is hiring staff or workforce as an alternative for some of the regular and permanent employees in an organisation. It is a practice that helps to fill up a vacancy by recruiting temporary, part-time or independent individuals for a specific job. One of the essential benefits of encouraging the concept of flexible staffing is that there are less legal formalities and restrictions with this hired workforce and it ultimately proves beneficial to set terms for both the employer and the flexible staffing employee. Meaning of flexible staffing More and organisations are turning to develop strategies that will entail a dynamic mix of employees and this means recruiting full-time employees and highly skilled temporary professionals hired as flexible staffing. It gives every organisation an option for increasing or cutting down its staff as per the demand of the hour. The mindset of a traditional employee was a permanent job with a fixed 9 to 5 routine, but times have certainly changed. It is not only the man who is working in a professional capacity but the female is also doing the same. There have been changes with both partners working and in some cases because of family emergencies, it is feasible for one partner to have the option of flexible hours. They are now willing to sacrifice the permanency of the full-time job for flexible staffing as it will give them the necessary leeway to make related changes in their lifestyle. Flexible staffing options The numerous options for flexible staffing are- • Leased employees – In this scenario it is the agency that pays the worker and not the employer, who leases a portion of its staff from the agency • Temporary agencies – Employers use temporary agencies to recruit employees for a limited period. It is the employer who pays the staff and not the agencies that are supplying them • Contract workers - In this scenario, the workers work for a sub-contractor that offers services of the employees to another client or company. It is the sub-contractor who pays the wages of the employees as they are his workers. After the job is completed, the workers come back to the sub-contractor who then sends them to new premises of another client. Advantages of flexible staffing The advantages of flexible staffing are as follows- • No additional benefits - Employers find it more convenient to recruit some employees as part of their flexible staffing concept as it is easy to let them go after completing the desired work. This way they can hire the best person for the job and do not have to be in a legally binding space where the staff will be treated as an employee of the organisation and thus is eligible for several related benefits. • Improves competitive position – A flexible staffing option offers control over the employees. The competitors have a rigid labour structure that makes them susceptible to economic low and highs, but because of flexible staffing the firm can improve its competitive position in the market • Growth and development of a company - Employers are also happy to recruit a part of their workforce as flexible staffing because they have started understanding the numerous benefits the concept has. The employees are happy, and this makes them more focussed and competent in their work that can result in growth and development of the company • Try out potential employees – Several companies can take advantage of flexible staffing concept by recruiting members that they think will prove beneficial for their company. They then watch their work for a specific period and treats this time as a testing period. If found suitable, they are hired as permanent employees and if not it is also easier to let them go • Stops unnecessary overtime – Recruiting staff only when you need for them is an essential concept if a company is looking to stop unnecessary overtime. Flexible staffing assists in meeting fluctuating demands of a company only when required. Thus a firm does not have to ask its permanent employees to stay back and work overtime • Save money – When an organisation develops a plan to hire both full-time staff and flexible staffing, it can easily turn the fixed costs to variable expenses by paying only for what it should at that particular time. The company also saves money which it would have to shed if it were to hire and train permanent employees • Improves employee retention – A mix of full-time and flexible staffing often is like a buffer for the core employees in a firm during lay-offs. They are subjected to satisfaction, engagement and job security, and this helps in boosting the employee retention rate • Freeing full-time employees - An advantage of recruiting flexible staffing is that it frees the full-time employees to pursue complex challenges and challenging roles which they usually would not get the time to do. • Becomes easy to hire specialists – If a company is rigid in its principles and appoints only permanent members, then it can't meet sudden demands that may occur in the organisation. Some project might need the services of an expert, and if it is open to flexible staffing then it is easy to recruit the required person for the job and let him go when the services are no longer needed Disadvantages of flexible staffing The disadvantages of flexible staffing are as follows- • Fewer employee benefits – Flexible staffing is a concept where the employees are not provided with the actual benefits that are given to the permanent employees of the firm. They are not eligible for several schemes like retirement plans, health insurance policies etc. and hence have to pay any expense out of their pockets which in reasonable condition would have been the responsibility of the employer • Risk of losing the workforce – Yes, it is beneficial for an organisation to recruit flexible staffing but there is always a risk of losing a worthy employee to a company who will give him the option of permanency and better opportunities • Low wages – One of the disadvantages of flexible staffing is that the workers are offered fewer wages compared with their counterparts in fixed positions who are paid a better salary. How to implement a flexible staffing strategy To implement a flexible staffing strategy, a business entity has to • Assess the business strategy – Take a look at the objectives of your business to know whether your business needs employees all-round the year or there are lean and very intensive work periods. This will be an indicator of whether a flexible staffing strategy will be beneficial for it or not. • Meet team leads – Meeting with team leas will help in identifying ongoing vacancies and skill gaps that need to be filled • Create an attractive offer – Money has a lure of its own and if you are interested in recruiting flexible staffing for the company make sure that your offer looks attractive and tempting to the potential employees • Know where to find the best talent – Make sure that the organisation can gain access to a pool of talented employees at a short time. Team up with an agency that can meet your demands pronto so that you can hire the best available employee at the shortest notice • Speed up flexible recruitment policy – Streamline the hiring process so that employees can onboard quickly with minimal fuss. This way, a company can utilise and explore the hired skills of flexible staffing to their potential and gain maximum value.

Flexible staffing, as the name suggests, is hiring staff or workforce as an alternative for some of the regular and permanent employees in an organization….

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