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Employer responsibilities are permanent, even if staff are temporary

Pay and Benefits Magazine reported this month that the employment of temporary staff is becoming increasingly common. But what are the reasons for this, and does this hiring pattern present challenges for businesses as well as benefits?

Research carried out by specialist financial recruitment consultancy Robert Half UK, found that almost one in three CFOs have increased their use of interim workers – some significantly.

Considered a cost-effective way to manage variable workloads, it has been reported that such non-permanent employees are being appointed to provide skilled expertise when organisations need it the most.

This recruitment method is especially helpful in unpredictable industries with peaks and troughs of activity levels. But of course there are many instances where full-time staff are simply not the most suitable solution. Cascade client Everton Football Club for instance, sometimes has up to 1000 casual employees and volunteers working alongside permanent staff, in order to make the football operation, ever-growing registered charity, newly-opened Everton Free School and Everton Ladies Football Club a success.

Everton Football Club recognised that they have employer responsibilities to uphold for full-time and casual staff alike. They therefore sought an intuitive HR system to help them manage their entire workforce, not just permanent employees.

For example, HR software like Cascade allows best-practice procedures to be devised, which helps ensure the fair and effective management of individuals regardless of their employment status. Staff wellbeing must be safeguarded whether or not an employee works for an organisation on a full-time basis.

It is becoming increasingly noted that, without intelligent HR technology in place, the continued appointment of interim workers can also pose an administrative headache. However Cascade acts as an invisible administrator ensuring the right personnel information is stored, analysed and utilised.

Otherwise manual and potentially burdensome activities become streamlined, enabling HR departments to work more efficiently. And when it comes to coordinating payroll, or managing a company’s recruitment strategy for instance, the software can help here too.

In truth, HR technology can achieve a number of benefits for companies with a multi-faceted workforce. It enables businesses to adopt the approach that is right for them.

So if it’s time for a change, make sure your HR software will not hold you back.

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