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Managing Employees With Different Terms of Employment

This dynamic blend of talent offers several advantages, such as flexibility, cost-effectiveness and access to specialised skills

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On an ongoing basis, HR professionals are finding themselves managing a diverse mix of full-time employees, freelancers, contractors, and temporary workers. This dynamic blend of talent offers several advantages, such as flexibility, cost-effectiveness and access to specialised skills.

However, it also presents unique huddles that human resources departments must navigate to ensure smooth operations and a productive work environment. In this regard, here are five major challenges HR professionals face and practical strategies to overcome them.

Legal Compliance and Contractual Clarity

Managing a diverse workforce mix requires legal compliance and contractual clarity. Full-time employees, freelancers, contractors and temporary workers all have distinct legal classifications and rights under labour laws. Overlooking these distinctions can lead to potential legal disputes, reputational damage, and financial penalties for the organisation.

To address this, HR professionals need to collaborate with the legal department to develop clear and comprehensive contracts for each category of workers. Contracts should outline roles responsibilities, salary and benefits, and termination clauses. Organisations that conduct regular audits of their employment practices ensure adherence to labour laws. Moreover, HR is expected to periodically communicate updates in labour regulations to all concerned parties to maintain compliance.

Engagement and Team Cohesion

A diverse workforce can pose challenges in fostering team cohesion and maintaining a sense of belonging among employees. Full-time employees may feel disconnected from freelancers and contractors. This becomes a fertile ground for communication gaps and reduced collaboration which can negatively impact productivity.

To promote engagement and team cohesion, HR professionals need to focus on building a strong organisational culture that values and celebrates diversity. For instance, they can mount regular team-building activities to bring together employees from different categories. Such events would foster a sense of togetherness. HR can also utilise collaboration tools and platforms which facilitate seamless communication among all workers, regardless of their employment terms.

Performance Evaluation and Feedback

Traditional performance evaluation systems may not be suitable for assessing the performance of a diverse workforce mix. Different categories of workers often have distinct key performance indicators (KPIs) and work arrangements. This variety of expectations makes it challenging to create a standardised evaluation process.

To address this issue, HR professionals should tailor performance evaluation processes based on the specific roles and contributions of each category of workers. All workers, regardless of their employment terms, require clear and measurable objectives that will provide a basis for fair evaluation.

As part of performance management, supervisors need to hold regular feedback sessions and open communication with employees. This approach will help them in understanding employees’ unique challenges and devise ways of supporting their professional growth.

Managing Salary and Benefits

HR will face challenges in implementing a fair and equitable salary and benefits administration system. Each category of workers may have different salary structures, tax implications, and entitlements. The overloaded remuneration machine could lead to potential errors and dissatisfaction among the workforce.

Progressive organisations have invested in robust payroll systems that accommodate various types of employment arrangements. Automation of such systems can streamline the payroll process, reduce chances of errors and ensure accurate and timely payments. It will also help attract and retain top talent across all categories. To benchmark their salary and benefits packages, employers need to conduct regular remuneration surveys.

Knowledge Sharing and Skills Development

Although skills development is crucial to all employees, full-time employees may have access to more extensive training and development opportunities. Freelancers and contractors often feel undervalued, along with limited or no avenues for career growth.

HR professionals have the potential to design and implement comprehensive learning and development programmes that meet the needs of the total workforce. They can utilise E-learning platforms, webinars, and workshops to offer training opportunities to freelancers and contractors.

They are also at liberty to encourage mentorship and knowledge exchange between different categories of employees. These efforts will foster a collaborative learning environment and promote teamwork.


The writer is HRD Consultant and Author of Transition into Retirement; [email protected]

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SAMSON OSERO
SAMSON OSEROhttp://www.businesstoday.co.ke
Samson Osero is Human Resource Development Consultant and Author of 'Transition into Retirement'. My personal email is: [email protected]
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