Impact of Precariousness on HR Functions

The provided document evaluates the influence of precariousness on HR functions within a company. It analyzes how instability affects effectiveness in training and development sessions due to employees' lack of seriousness when their superiors are not committed to these programs. Additionally, it examines how precariousness in recruitment and selection processes can lead to losing top candidates and affecting decision-making for hiring teams. The document also discusses the impact of precariousness on performance management functions, such as measuring employee performance and appraisal, which can result in inaccurate evaluations.

Managing people at work

Table of Contents
How does precariousness influence decision-making in managing people at work?......................3
REFERENCES................................................................................................................................7

How does precariousness influence decision-making in managing people at
work?
Considering the article given by Markey and McIvor, (2018), which stated that in recent
times it has been analysed there is a rise of both precarious along with the non-standard working
arrangements are being carried out within different companies. Along with this, authors has also
mentioned that major man power, which is performing a range of tasks has started Australian
government to think over these particular topic and i.e. phenomenon of casual work. Particularly,
this policy was developed by National Employment Standards to benefit the individuals. But
this, has impacted upon overall working style as well because people in all over Australia within
different range of organisations started taking leaves even when there was no need of it. Along
with this, it can easily be said that organisations started facing issues regarding the same because,
all the leaves taken by working employees has putted them in the phase of uncertainties. Then
also, the decision which was taken by National Employment Standards to enhance overall
working capability in specified time frame of staff members. Therefore, the decision which was
taken by governmental agency for a long time of frame, has basically shifted short shifts (not
more than 4 hours) for staff members. On the other hand, it is being found that on the same topic,
Australian Council of Trade Unions has also proposed a proposals in order to reduce the
excursion criteria to minimal the decision-making process of employers' and this has basically
given a particular rise among employment relationship structure. This decision which was taken
was to reduce the degree of precariousness associated with casual employment as well.
As mentioned by Minter, (2017), digital platforms are basically being used gig economy
when it comes to bypassing a range of rules along with the responsibilities in regards to cover up
the costs of employment. Along with this, it has also being expressed that gig-economy workers
are rapidly became independent contractors, considering employees and it has also allowed them
to focusing upon all the traditions considering the labour standards which are basically linked
with minimum wages. Away with this, it can be said that when it comes to taking decisions
regarding the Labour law and institutions it is much needed to understand and gather all the
information regarding the reality and all the tools as well. This tools basically linked with a range
of minimum standards for workers in digital platform businesses. Unions, business and
government all have a role to play in the long term. Meanwhile, direct engagement between
these new firms and workers’ advocates can also help to mitigate the risks posed to labour

standards by digital business models, by addressing regulatory gaps. This may directly aid in
reducing or prohibiting the precariousness decision-making process within the managing people
at work innovative negotiations between one platform business and Unions New South Wales,
With the help of this, HR manager of decisions may easily take right decisions as per the
requirements considering the greed minimum standards for engagements negotiated through this
platform.
Considering the information which was given within Lewchuk, (2017), precarious jobs
basically being found at the time when exertion is being faced by staff members while
performing different range of tasks. This could directly impact upon overall working and well-
being of individuals. This also impacts upon working as well of a business company. On the
other hand, it can be said that developing a range of policies, and performing various
determinations an organisation could effectively keep up the loyal stuff for a longer period of
time. Through this, maximum benefits the company and staff can gain in much effective and
efficient manner.
Precariousness is considered as the state of being dependent on someone else due to
uncertain situation. It also seen as the dangerous state which affects companies performance in
negative manner. Precariousness also influences decision making process of company while
managing work of people at work place. With reference to the stated topic, it can be said that
there are numerous of situation or instability at work place which affects company. This is
because managers are not able to manage the situation and the work hampered of employees due
to this situations. In addition to this, it can be further said that instability in working pattern and
managerial policies directly affects decision making process of the company as managers
belonging to lower level are not able to take right decision because of fluctuation in policies. As
a result, these changes in managerial policies results in delay in decision. Along with this, it
might also affect quality of decisions as they might be not effective for the company. With
reference to the used article that is based on labour and industry that was taken from the popular
journal of a social and economic relations of the work. The article have shown situation of poor
job quality in Australia. By evaluating the stated article, it has been analysed that there is
precariousness or instability in the permanent employment in Australia. It can be said that if
permanent employment is not stable in this country then it will directly affect employees as well
as localise citizen of this country. This is because, these people thinks that if they does not get

any permanent job in this country then they would not stay there for longer period as it is related
to their survival. On the other hand, it has been further evaluated that precarious work is also
related to different HR functions like training and development, performance management,
recruitment and selection and rewards. Precarious work refers to the unhealthy environment
where employees are not getting appropriate pay according to their performed job. In addition to
this, employees are also not getting their salaries on time provided time limit. This creates
insecurity among employees as they thinks that company is financially that is why they are not
interested in paying their salaries on time. In addition to this, it has also been seen that
companies are also forcing employees to work for extra hours which makes life of employees
stressful. It also affects stress of employees life.
Apart from this, while evaluating this precarious work with HR functions, it can be said
that precariousness also hampers all the HR functions. Influence of precariousness on all of these
functions are stated one by one. While evaluating precariousness with training and development,
it has been analysed that even a slight instability directly affects effectiveness of training and
development session in the company because employees are not attend these session on time.
This is because, instability in timing of training sessions might reduce seriousness of employees
towards training session because they thinks if their superiors are not serious about training
programs then why should they care for the same. This ultimately reduces number of interested
employees for the same plan. At next while analysing influence of precariousness recruitment
and selection duration, it has been analysed that there instability in working pattern of managers
belonging to recruitment team, it can be said that if these managers will not execute each
recruitment process on time then they might loose best feasible candidate for the vacant job. It
can be said that these candidate might be much beneficial for the company as if they would have
been selected then there are probable chances that they might perform assigned work in effective
manner. Therefore, it has been evaluated that precariousness in recruitment and selection process
might affect company negatively. Along with this, it might also affect decision making process
of recruitment and selection team. At next, further it has been evaluated that there are some other
core functions which affects decision making process of management team due to
precariousness. This can be well understood with the help of another example that is related to
performance management function of human resource department. It can be said that instability
in decision making of HR manager manager while measuring performance of employees could

take chance of appraisal of right employee. As a result, it can be said that it directly influences
decision making of work.

REFERENCES
Books and Journals
Campbell, I. and Burgess, J. (2018) ’Patchy progress? Two decades of research on
precariousness and precarious work in Australia’, Labour & Industry: a Journal of the
Social and Economic Relations of Work, vol. 28, no.1, pp 48-67.
Lewchuk, W. (2017) ’Precarious jobs: Where are they, and how do they affect well-being?’, The
Economic and Labour Relations Review, vol. 28, no. 3, pp 402-419.
Markey, R. and McIvor, J. (2018) ’Regulating casual employment in Australia’, Journal of
Industrial Relations, vol. 60, no. 5, pp 593-618.
Minter, K. (2017) ’Negotiating labour standards in the gig economy: Airtasker and Unions New
South Wales’, The Economic and Labour Relations Review, vol. 28, no. 3, pp 438-454.
Stewart, A. and Stanford, J. (2017) ’Regulating work in the gig economy: What are the options?’,
The Economic and Labour Relations Review, vol. 28, no. 3, pp 420-437.