Approaches to Staffing (1.4.1)

Staff as an Asset

Might involve providing: - Acceptable remuneration - Reasonable holidays, sick leave, maternity... - Safe and comfortable working environment -Training - Job security - Recognition and professional relationships - Clear and effective leadership - Chances for promotion - Opportunities to solve problems

This approach  likely to help recruit, retain and motivate high-quality staff

Staff as a Cost

Might involve: - Paying just the legal national minimum wage - Using zero-hours contracts - Neglecting investment in training - Using financial incentives to raise productivity - Providing the minimum legal 'employee rights' in relation to sick leave, holiday pay and working conditions - Having penalties for employees who are late, break rules ect, that incur costs for the business - Using cheap and inferior recruitment methods

Might lower employment costs Will also lower motivation in employees Productivity lower Likely to be a higher staff turnover

Distinction between Dismissal and Redundancy

Dismissal: Employees are dismissed by the employer for both lawful and unlawful reasons Lawful e.g misconduct or the lack of ability to do the job Unlawful e.g joining a trade union If for unfair reasons, the employee can go to an employment tribunal who have the power to reinstate the employee if found that they were dismissed unfairly/unlawfully  A period of notice is required

Redundancy: A lawful method of dismissal  Where there is no work/insufficient work for the employee to do Employees entitled to redundancy/severance payment Workers likely to be made redundant during a recession or when the business is struggling due to external factors