Latest News :
Ten years ago the term ‘flexible working’ would have been greeted with a groan by any member of senior management. Five years later and business had to get used to the idea with the Government’s introduction of the right to request flexible working. Cut to today and, particularly considering the current economic situation, the connotation of ‘flexibility’ has been turned on its head from one of ‘irritation’ to something verging on strategically advantageous.
By turning your ‘flexible working policy’ into a ‘flexible resourcing strategy’, it is thought by some that you can cut costs as you strive to counteract the credit crunch. The term ‘flexible resourcing’ not only encompasses family friendly ways of working but also the employment and utilization of agency, freelance, consultant, part-time, home and all other ‘atypical’ workers. The theory is that by engaging with your recruitment agencies or teams more strategically you can work with them to anticipate your organisation’s ad-hoc staffing needs more opportunely, resulting in better quality staff and - most importantly - cost control and ultimately reduction.
Unfortunately hiring, managing and motivating atypical and temporary workers within the confines of the law is not an easy task, particularly in view of an ever changing domestic and EU legislative landscape
The conference will explore current and expected laws of a hiring agency and atypical staff, and will examine different approaches to ‘flexible resourcing’ and processes that your organization could include to cut costs and gain a competitive advantage.
Partners
