Evaluating OHS: Temporary Agency vs Direct Hiring Employer Practices

This report examines the occupational health and safety (OHS) implications of using temporary agencies versus direct hiring by employers. It highlights that while temporary agencies offer cost and time efficiency, they can lead to inadequate training and information incongruity, posing risks to worker well-being. Direct hiring ensures competent staff, safe work systems, and comprehensive training but may strain resources. The report recommends appropriate agency selection, regular communication, and a shift towards direct organizational recruitment to mitigate these risks. Key discussion questions address how employers can avoid reliance on temporary agencies without overextending resources, factors to consider when developing recruitment policies, and necessary amendments to Australian law to promote direct employer recruitment practices. The report cites several sources discussing OHS management, the impact of heatwaves on worker safety, and the complexities of safety compliance.

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.