dc.contributor.author | Chumo, Ben | |
dc.date.accessioned | 2013-05-10T09:32:27Z | |
dc.date.available | 2013-05-10T09:32:27Z | |
dc.date.issued | 2013-05-10 | |
dc.identifier.uri | http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/21222 | |
dc.description.abstract | The number of Companies using temporary workers is on the increase as
global competition hots up and the urge to cut down on cost of doing
business and remain competitive reaches fever pitch.
The purpose of this study is to examine a range of concerns, Human
Resources management challenges and issues relating to rising use of
temporary. workers by employers. The main challenges this study will
investigate will include but not limited to the following: -
• The human resources challenges associated with ongoing and extensive
use of temporary workers.
• The rationale for companies to use temporary workers rather than
permanent workers.
• Factors determining types of temporary work arrangements
• The rationale for temporary workers entering into temporary
employment
• The relationship between temporary worker recruitment agents
(bureaus) and user companies
• The relationship between labour laws and organizations labour use
patterns of temporary workers
HUMAN RESOURCES CHALLENGES
Companies which use temporary workers differ widely in their approaches
to human resources management in terms of recruiting, training,
orientation, socialization and integration of temporary workers. This study
highlights several factors associated with management of temporary
workers that may lead to low productivity among them and even early/premature departure from the user Companies. These factors
include: -
• High turnover
• Inadequate socialization
• Perceptions of organizational injustice
• Exclusion from decision-making activities that affect their work lives in
user organizations.
• Expectations for a permanent job in the user Company
• Relatively low age and tenure compared to permanent employees.
• Relatively low tolerance for perceived inequity compared to permanent
employees.
• Relatively low levels of commitment toward the Company compared to
permanent employees.
• Limited motivation compared to permanent employees.
The above factors together result in limited motivation on the part of
temporary workers, leading to reduced productivity and a predisposition to
early departure from user company.
DESIGN, METIIODOLOGY AND APPROACH
This study discusses the implications of the above factors and move with an
emphasis on the development of comprehensive human resource
management systems that address the factors identified among temporary
worker user organizations. | en |
dc.description.sponsorship | University of Nairobi | en |
dc.language.iso | en | en |
dc.subject | Kenya Power & Lighting Company Ltd | en |
dc.subject | Human resource challenges | en |
dc.subject | Temporary employees | en |
dc.subject | Productivity | en |
dc.subject | Challenges | en |
dc.title | Human resource challenges arising from use of temporary employees - A case study of Kenya Power and Lighting Company Ltd | en |
dc.title.alternative | A case study of Kenya Power & Lighting Company Ltd | en |
dc.type | Thesis | en |