Temporary Agency or Direct Hiring by Employer: Occupational Health and Safety (OHS) Issues

This presentation discusses the major concerns of occupational health and safety (OHS) in the hiring process, particularly in temporary agency and direct hiring by the employer. It highlights the aims of OHS, advantages and disadvantages of temporary agency-based hiring, and the factors that organizations should keep in mind while developing their workforce recruitment policies. The presentation also provides recommendations on how to avoid temporary agency-based recruitment and promote direct employer recruitment practice. The discussion questions focus on the ways employers can avoid temporary agency-based recruitment without making a heavy burden, the factors that organizations should consider while developing their workforce recruitment policies, and the amendments needed in Australian law and policy to promote direct employer recruitment practice.

Temporary Agency or
Direct Hiring by Employer
Occupational Health And Safety(OHS) Issues

INTRODUCTION
Occupational health and safety is the major concerns from
the Hiring to the Training and Development process
Temporary Agency work is becoming a questionable practice
in workforce hiring process.
Direct Hiring by the Employer can cause workflow dilemma.

AIMS OF OCCUPATIONAL HEALTH AND
SAFETY (OHS/WHS)
Promotion and maintenance of Physical, metal and social well
being of workers
Prevention of hazards
Fulfilling the occupational physical and mental needs
Adequate guideline and trainings (Zanko and Dawson 2012).
Effective Hazard reporting and response system
Financial support and compensations.

DIRECT HIRING BY EMPLOYER
Competent staff:
Sufficient workforce
A safe place work systems
Safe work plan, resources and equipment

TEMPORARY AGENCY WORK
Acquire Workforce
requirement Client
(Original
Employer)
Workforce
Selection
Induction, Training
and Development
Handover the
workforce to the
client (Original
Employer)

THE ADVANTAGES OF TEMPORARY AGENCY
BASED HIRING
Absence of induction, training and development
Time and Cost efficient
Accurate, proficient and specialised

THE DISADVANTAGES OF TEMPORARY
AGENCY BASED HIRING
Inappropriate selection
Information incongruity
Disputed training procedure

FINDINGS

RECOMMENDATION
Appropriate selection of Recruitment
Agencies
Regular communication and close
monitoring
Depending more on the direct
organisational selection and recruitment

DISCUSSION QUESTION
How a Employer can avoid Temporary Agency
based recruitment without making heavy
burden?
What are the factors that an organization
should keep in mind while developing their
workforce recruitment policies?
What amendments are needed in Australian
Law and policy to promote the Direct Employer
Recruitment Practice?
?

REFERENCES
Zanko, M. and Dawson, P., 2012. Occupational health and safety
management in organizations: A review. International Journal of
Management Reviews, 14(3), pp.328-344.
Xiang, J., Bi, P., Pisaniello, D. and Hansen, A., 2014. The impact of
heatwaves on workers׳ health and safety in Adelaide, South
Australia. Environmental research, 133, pp.90-95.
Florea, N.V., 2014. Using Recruitment Agencies to obtain the best
candidates. Land Forces Academy Review, 19(1), p.80.
Glavan, C. and Palaneeswaranb, E., 2012. The price and
complications of safety compliance–An Australian
perspective. Chemical Engineering, 26.
Forsyth, A., 2016. Industrial legislation in Australia in 2015. Journal
of Industrial Relations, 58(3), pp.372-387.