What HR Must Know About Temporary Staffing

Temporary Staffing: What is it all about?

Temping or temporary staffing is the of hiring workers for a particular duration or on a project basis, rather than hiring them permanently. Temping is usually a tri-party agreement, between the client company, the third-party vendor and the employee. 

The temping agencies mainly receive a percentage of salary accounting for 10-20% in addition to the remuneration paid to the employee or get a fixed fee per month for every employee placed.

A temp is a temporary worker who works with a client company but is on the payroll of the temporary staffing agency. The temp worker works in the client company's facility, but receives salary and benefits from the temp agency. 

 

Temporary Staffing Agencies: What do they do?

Now, many companies that have high-traffic seasons or cyclical work schedules consult with temp agencies to outsource short-term jobs and projects to trained individuals looking for a job.

These temporary work agencies provide companies with workers on a case-by-case basis to perform the required tasks at the business's most crucial times.

They also provide a cost-efficient way for firms to conduct business without having to hire a full-time staff. Due to the nature of their work, most agencies hire workers in the sectors such as:

• health care,
• accounting,
• technical jobs,
• or secretarial positions.

Though, some agencies hire substitute teachers and day labourers for short-term work.

Temporary staffing has always been popular as companies are still in need of it.

The advantages of temporary staffing

• Temping arrangement helps the company to procure the decisive cost edge.

• Temping allows for flexibility of employment. 

• Ease of recruitment and replacement. Companies hire temp workers in the wake of demand increase for the products and service. They can also cut back the employees when the demand decreases.

• The company does not need to bother with issues such as motivation, career planning, and performance evaluation to temp employers. Instead, the staffing agencies will handle these issues. 

 

The disadvantages of temporary staffing

• Companies will find it difficult to maintain their culture in case a large proportion of temp workers are working with permanent employees. Temp workers usually do not feel committed to the culture of the client company.

• Temp workers may not have the same level of motivations, sincerity and energy as permanent employees do.

• The organisation will have to depend on the staffing agency to provide the temp workers it needs. A staffing agency may deliver the client company with temp workers who may not fit the client's needs. Consequently, this action will saddle the client company with more work and no good worker.

 

What companies need to consider before opting for temp workers

• The company should not discriminate between temp and permanent employees. Employee-friendly companies that uphold human values and dignity should eliminate all signs of discrimination against temp workers.

• Employers should have a communication channel with temp workers where they can outline the standards of performance, actual performance and feedback about the scope for improvement.

• Employers should consider creating a reward and recognition systems for temp workers.

• Employers do not provide any training to temp workers as they do to the permanent workers. In case if they notice that the temp worker lacks the skill sets they are expecting, they can ask for a quick replacement from the staffing agency. Most of the time, staff agencies provide training.

• Employers should create schemes for the temp workers that are in line with that of permanent employees. 

 

If you're looking for temps, including for bulk and urgent hiring, AJobThing is always ready to help you find the best temporary workers in Malaysia! Click here to find out more!

Source: What Is Human Resource

Articles you might be interested in

Medical and Hospitalization Leave in Malaysia
From Basic Salary to Minimum Wage: All About Pay in Malaysia
Employers Fined RM2,500 For Late Submission of Accident Reports to SOCSO