Series editor(s): David Lewin and Paul Gollan
Subject Area: Human Resource Management
Options: To add Favourites and Table of Contents Alerts please take a Emerald profile
|Title:||THE EFFECTS OF USING ALTERNATIVE TYPES OF STAFFING ARRANGEMENTS|
|Author(s):||Cynthia L. Gramm, John F. Schnell|
|Volume:||13 ISBN: 978-0-76231-152-1 eISBN: 978-1-84950-305-1|
|Citation:||Cynthia L. Gramm, John F. Schnell (2004), THE EFFECTS OF USING ALTERNATIVE TYPES OF STAFFING ARRANGEMENTS, in (ed.) 13 (Advances in Industrial & Labor Relations, Volume 13), Emerald Group Publishing Limited, pp.27-68|
|DOI:||10.1016/S0742-6186(04)13002-3 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
|Article type:||Chapter Item|
Traditionally, hiring indefinite duration contract employees has been the dominant method used by U.S. organizations to staff their labor needs. Indefinite duration contract employees, hereafter referred to as “regular” employees, have three defining characteristics: (1) they are hired directly as employees of the organization whose work they perform; (2) the duration of the employment relationship is unspecified, with a mutual expectation that it will continue as long as it is mutually satisfactory; and (3) the employment relationship provides ongoing – as opposed to intermittent – work. When their demand for labor increases, organizations staffed exclusively by regular employees can respond by having their employees work overtime or by hiring additional regular employees. Conversely, when their demand for labor decreases, such organizations can either maintain “inventories” of excess regular employees or reduce labor inputs by laying-off or reducing the work hours of regular employees.
To purchase this item please login or register.
Complete and print this form to request this document from your librarian