Managing Human Resource

Managing Human
Resource

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY ..................................................................................................................................2
Definition, explanation, and analysis of the four types of contractual models...........................2
Advantages & disadvantages of varied types of contracts..........................................................4
Examples of practice from two different organisations showing how and why they use
different contractual approaches.................................................................................................5
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
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INTRODUCTION
Human resource is the most important aspect for an organisation which is playing
different role in developing, reinforcing and changing organisation culture for higher growth and
development of entity (Harris, 2020). Human resource management is an essential unit which
deals with various issues related to performance management, compensation, employee
motivation, safety and wellness and more (Potgieter and Mokomane, 2020). For an HR
practitioners staffing is playing a major role through which they can hire right individual for
right job in the entity (Importance of Staffing. 2020). This will lead them towards maximising
potential of the person through which company can assure higher growth and profitability.
Present report include formative discussions upon different form of contracts of
employment along with its advantages and disadvantages for employees and employer. In
addition to this, report also include the way in which organisations undertake use of mix
contractual models as to fulfil their organisational needs.
MAIN BODY
Contract of employment is a formal agreement that include rights, employment condition,
duties and responsibilities for both employees and employers. It is important for these involved
parties to stick to the terms of contract until it ends or until it gets changes (What Is an
Employment Contract?). This is most important aspect that depicts roles and responsibilities of
employees and employers which is required to be effectively adhere by them. It has been seen
that there are mainly four different types of contracts that are Permanent full-time contracts,
Permanent part-time contracts, ‘Zero-hours’ casual contracts and ‘Fixed-term’ temporary
contracts (Kutaula, Gillani and Budhwar, 2020). All these contracts are having different terms
that are required to be effectively consider by employer and employees. In context with
permanent full-time contracts it has been evaluated that it is a type of contract is also known as
fixed term contract it is mainly a written employment statement in which there is statutory
minimum level of paid leaves, minimum length of rest breaks, payslips of all deduction for
instance, National Insurance contribution and more are included (Permanent Employment
Contracts: What you need to know. 2020). Further it has been evaluated that in this, employees
are being provided with safe and secure working atmosphere with minimum wage and
discrimination free environment. In addition to this, it has been underlined that a permanent
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contract of employment must consists of all the essential terms and aspects that are mentioned in
section 1 of the Employment Rights Act 1996 such as hours of work, sick pay, pension, place of
work, notice, job title and description, holidays, remuneration details, date of commencement
and more. While additional set of clauses can also be included in the permanent employment
contract according to the wish or mutual discussion of involved parties.
On the other hand, if it is talked about Permanent part-time contracts in this individuals
work for less than 38 hours a week or on contracted hours basis. It has been evaluated that in this
type of contract employees are required to work according to the number of hours per week. In
this employees can be paid according of salary/ hourly wages as per the total amount of hours
worked (Collins, 2020). Further it has been underlined that in this type of contract employees are
duly entitles with benefits as permanent contracts or according to the terms stated in permanent
part-time contract. However, according to the evaluated this has been determined that this type of
contract can be extended according to the discussion of involved parties. This contract also allow
employees to work overtime as per their desire. While on the other hand, in this contract
employees and employer may face disadvantages in terms scheduling meeting and coordinating
projects. While if it is talked about,‘Zero-hours’ casual contracts it is also termed as casual
contracts as in this employees mainly work according to the requirement of employer. Further it
has been determined that in this contract there are certain advantages such as in this form of
employment contract employees mainly perform their roles and responsibilities under no
obligation of determined work hours. In this employer is required to offer employees with at
least the National Minimum Wage to work. Further as per according to the evaluation it has been
determined that in zero hour contracts employees can have access to seek employment
elsewhere. While on the other hand major disadvantage of this zero contract is that in this, there
in unpredictable working hours, low income along with this, in this form of contract employees
may feel pressurised.
While, in context with, Fixed-term’ temporary contracts it has been evaluated that the
payment or payout is being already set in advance. This can further not altered until the contract
term expires. According to the evaluation it has been evaluated that in this form of contract if an
employer ends contract prior to the maturity date then in this case employee is having significant
right to a notice period. Further as per the evaluation it has been determined that, if an employee
is in fixed term contracts for 4 or more years then they are having significant right to become
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