Human resource Management Report 1

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

HUMAN RESOURCE MANAGEMENT1
Introduction
The essay throws light on identifying and analysing the different challenges which are
faced by managers in managing the precariousness at the workplace. As commented by
Håkansson and Isidorsson (2015), the precarious work is the term which helps in analysing
the critics related to globalisation. It is being used in describing non-standard employment,
which is designed poorly, the employees are being paid poorly, and they are not able to
support a family. In such a scenario, different steps can be incorporated as it will help
improve their morale, and the performance of the tasks performed by them will be becoming
operative.
Discussion
Nature of Precarious Employment
As commented by Hewison (2016), the growth of the precarious work has become a
major contemporary concern within an organisational structure that affects the growth
prospects of employees individually. As the precarious work and employment are associated
with a greater level of insecurity along with poorer working conditions of the employees in
various companies. The respective combination of the precarious uncertainties can be
affecting the level of stress and ultimately, the psychological health of the individuals. As
commented by Pulignano, Ortiz Gervasi and De Franceschi (2016), from the year 2015, only
a quarter of employees are on a permanent contract, while the rest of them are working
temporarily or self-employed. It is considered to be the global shift which has moved away
from the standard type of employment to insecure jobs.
Challenges Faced by Managers in Managing Precariousness at Work
As commented by Vallas and Christin (2018), women, along with youth, are
predominant in the precarious work who are the ones occupying the most dangerous as well
as lowest-paid jobs. It means the fact that women workers take the extra hit when there is no
such social benefits or job security such as lack of maternity leave or related to holiday
leave. Moreover, the various studies have shown the fact that there is a high level of risks of
health as well as safety risks than direct workers. In such a scenario, the main problem
which is being faced by the managers in managing the precariousness at work are described
as follows:
Firstly, there is a decrease in morale of the employees as there is the inclusion of
job insecurity and it affects the growth prospects of such precarious workers. The
employees raised the concern that in the precarious work, there is no availability of facilities
such as performance appraisal programs that is present for the full-time employees

HUMAN RESOURCE MANAGEMENT2
(Pulignano, Ortiz Gervasi and De Franceschi 2016). It is the major concern which is faced by
managers, and due to the same, their productivity decreases and affects the overall
effectiveness of the company negatively. The precarious workers are being paid on a
contractual basis, and there is no recognition for the tasks which are delivered by them that
increases the stress level of the employees.
Secondly, there is no inclusion of proper training and development aspects for
the precarious workers regarding the different tasks which will be performed by them. In
such scenario, the main challenge which is being faced by managers is that there are
employees who have no basic knowledge regarding the tasks which affects the efficiency of
the company negatively (Kim et al. 2016). Due to the same, there is no retention of
precarious employees, and there is no job security. In such a working environment, there are
high chances of precarious workers to become unemployed, and it affects their
psychological well-being negatively.
Lastly, as commented by Hlatshwayo (2018), due to the precarious work which is
being offered to the employees, it can be seen that employees show negative attitude in
performing the tasks and due to the same, it leads to the inefficacy in the process of the
performance of the tasks. The stress level of the employees along with the mental health of
the individuals is affected that finally leads to a negative impact on the work which is being
performed by them. The instability in the mental health of the individuals leads to a high level
of absenteeism that affects the overall inefficiency of the productivity of the employees and
the employers negatively (Hewison 2016).
Therefore, from the above, it can be identified that these are the different kinds of
issues which are faced by the managers related to the precarious workers and it leads to the
negative outcome on the business-related processes. The managers or the CEOs of
companies are not able to manage the success of the company as there is a high level of
absenteeism and it leads to the ineffectiveness in the overall productivity of the company
(Håkansson and Isidorsson 2015). Moreover, in the precarious work, there are no formal
training and development programs arranged by the managers, and it leads to the negative
impact on the efficacy of the company as a whole along with the individual’s performance. In
such scenario, there are different recommendations which can be implemented by the
company and managers in managing the scenario that will be leading to the removal of such
issues and it will be leading to the overall efficiency of the company positively (Giraudo et al.
2016).
Recommendations