Week 2 Case Study Planning and Rewards 1
Flexible Staffing
William Fa
School of Business, Liberty University
Author Note
William Fa
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to William Fa. Email:
WFFA@liberty.edu
Week 2 Case Study Planning and Rewards 2
Introduction
The Kaiser Manufacturing Company (KMC) is an industry leader in the production of
goods that are utilized for dairy herd sides and crop sides (Judge & Kammeyer-Mueller, 2022).
The utilization from a basic working population is seen by organizations to have contributed to
the recruitment and retention of employees that are dedicated to their job and are efficient. In
addition to this, the organization has seen requests regarding their commodities have not been
delivered in a systematic way, which makes it impossible to forecast overall earnings. The
organizations reluctance to accurately forecast demand has resulted in an increase in competition
for available workers and a consequent rise in wages in the main employment marketplace
(Judge & Kammeyer-Mueller, 2022).
In order for KMC to solve the issues it is now dealing with; the company is
contemplating the use of flexible staffing services in order to fulfill consumer requests.
Businesses can benefit from employing a much more adaptable team. The CEO of KMC and
members from FSS met with the company's HR supervisor for recruitment and development
(Judge & Kammeyer-Mueller, 2022). The officials from FSS discussed the services offered by
the organization and the costs associated with them.
FSS is an industry leader in providing temporary, high-caliber staffing solutions to
businesses. The presentation had an impact on KMC's CEO. Before implementing a more
flexible labor model, KMC will conduct additional research into how FSS is being employed as a
supplier. The scriptures tell us “To those not having the law I became like one not having the law
(though I am not free from God’s law but am under Christ’s law), so as to win those not having
the law” (New International Version, 1973/2022, 1 Corinthians 9:21).
Advantages / Disadvantages of Flexible Staffing
Week 2 Case Study Planning and Rewards 3
Companies that use a flexible approach to hiring find it easier to plan for the future and
meet their strategic goals in terms of the skills and education of their workforce. According to
Judge and Kammeyer-Muller (2022), two staffing practices significantly impact the system's
structure and available choices both within and outside of it. Those brought in from the outside
can offer fresh insights, while those from within already have an intimate familiarity with the
company's inner workings and overall goals. When an organization decides to use a flexible
workforce model, there are a number of pros and cons to consider. In the event of a staffing
crunch, a firm can quickly replace the vacancy with a variety of people thanks to flexible
staffing.
Employers can avoid the red tape and compliance risks associated with a full-time crew
by instead relying on flexible employment solutions like freelancers, interns, and part-timers. To
keep a healthy sales revenue, businesses should take use of flexible workforce, which has both
benefits and drawbacks. The use of more adaptable employment strategies allows businesses to
save money by employing fewer workers. Flexible staffing increases productivity since
employees are less certain about their roles, as asserted by Judge and Kammeyer-Muller (2022).
In the event that the worker's performance is deemed to be below par, the firm can cancel their
contract at a lower price point as opposed to having to dismiss a full-time worker.
Like any benefit, flexible staffing will come with some drawbacks. The lesser incentives
brought by this strategy mean that workers will have to fork out their own cash to meet costs that
their employers would normally shoulder. Having to pay this much for perks is great for
organizations bottom line, which is not very appealing to workers. Despite the fact that
employers can save money by not offering incentives to workers, businesses lose valuable
Week 2 Case Study Planning and Rewards 4
workers to competitive full-time jobs. Flexible employment by Zhong et al. (2018), saves money
compared to having a full-time worker on staff.
The pay is at or close to the median income in effect throughout the state. Those with less
than stellar character is drawn to lower pay and can end up causing damage to the business. What
the various forms of employment are worth at any one time is determined by what the business
environment is asking for. When making plans for hiring, businesses take into account how the
marketplace will influence the availability of qualified workers for open jobs inside the company.
Advantages / Disadvantages Utilizing Flexible Staffing Services (FSS)
According to Judge and Kammeyer-Muller (2022), leveraging staffing agencies to
undertake the recruiting, screening, staff development, remuneration, assessment methods, and
placement offering enables the company to place more emphasis on the fundamental corporate
strategy to sustain an edge in the marketplace. When an organization is able to conduct a faster
or more effective selection of workers using the possible suitors' businesses have since
developed, the process will be much easier to attract opportunities when they are allowed to
employ an FSS like a product or service for potential applicants. This will reduce the amount of
time required to recruit best employees. A business can often decide that contracting out this type
of services is the best solution to satisfy their immediate requirements. This will also enable the
organization to redirect their attention to further initiatives or activities that will help them
achieve their long-term objectives.
According to Mattia et al. (2017), one of the most major drawbacks of contracting
business staffing levels is that the process results in a decrease in the type of personnel that is
currently pursued by the organization because of the increase in both costs and experience. There
is a potential that the trade secrets of the corporation are sometimes disclosed in order to gain
Week 2 Case Study Planning and Rewards 5
valuable information just on expertise that the business is looking for only through FSS. There is
often a risk that some prospective employees overstate their qualifications to be employed by the
organization in question. The Flexible Staffing Services that have been supplied did not show
any intention in funding for the recruitment of excellent employees that are aligned with the
corporation's goal or objective. Instead, then concentrating exclusively on the qualifications of
potential candidate, their primary goal is to maximize the amount of revenue businesses make
only through the delivery of their services.
Additional Information Recommended for Decision-Making Process
It is increasingly important for businesses to recruit high-quality workers than to acquire
a large number of workers to satisfy their flexible employment demands. The proportion of job
seekers who apply through FSS vs those who apply internally is proportional to the complexity
of the organization. The human resources staff can't fulfill the company's requirements with a
flexible staffing strategy unless they receive a detailed plan from top managers. Developing this
plan will help ensure that the company is staffed appropriately to accomplish the goal.
Building a network of contract employees or temp jobs provides access to a prescreened
and highly motivated group of specialists that are well-versed in the needs of particular industry.
The capacity to predict supply and control the marketplace to their benefit before the unfilled
jobs become a burden on corporate strategy seems to be a challenge that has to be explored when
collecting more data concerning flexible employment. According to Judge and Kammeyer-
Muller (2022), to forecast estimates in marketing to recruit from proper location of people to find
workers required for the job, effective human resource officials must collaborate with
the corporation's various departments to evaluate the structural equation model. When it comes
Week 2 Case Study Planning and Rewards 6
to flexible staffing alternatives, Mattia et al. (2017) offers a strong proposed methodology that
are broken down into conservative and liberal categories.
Any of these two strategies can be used to fill available vacancies with qualified
candidates because they both focus on doing thorough background checks. Multilevel solutions
with varying degrees of restriction are simpler to calculate. Any option could also be modified to
fit the requirement's input variables, but if the associated issue isn't defined, the business will
have a tougher time finding an approach that works for them. The Bible reminds us “Am I now
trying to win the approval of human beings, or of God? Or am I trying to please people? If I
were still trying to please people, I would not be a servant of Christ” (New International
Version, 1973/2022, Galatians 1:10).
Conclusion
In conclusion, there are risks that organizations will experience some negative effects as a
result of the flexible staffing alternatives; however, the business will experience positive effects
in the form of potential savings, increased expert knowledge, and greater mobility. These
positive effects will enable the organization to explore an approach to concentrate on the
corporate strategy than having to hire workers. According to Zhong et al. (2018), companies that
are trying to save expenses can benefit from employing flexible workforce strategies. In the past,
businesses have relied on flexible employment conditions to cut back on the number of workers
they needed to employ. Companies are able to change personnel stages with shifts in daily task
over the course of a single day, weeks, months, fiscal or calendar by employing flexible
employment strategies.
This enables businesses to mitigate the requirement to consistently manage optimal
productivity workforce levels. In both cases, the firm is freed from the burden of pondering the
Week 2 Case Study Planning and Rewards 7
expense and length of time required to continue operating in accordance with the corporate
strategy in order to satisfy both consumers because of the need for the marketplace. When
deciding between the numerous employment opportunities, the three factors determine a more
significant part in the decision-making process. It can be challenging for businesses when
trying to select an ideal choice, however the organization has to make a knowledgeable choice in
order to pursue the route that produces results.
Week 2 Case Study Planning and Rewards 8
References
Judge, T.A., & Kammeyer-Mueller, J.D. (2022). Staffing organizations (10th ed.). McGraw-Hill.
Mattia, S., Rossi, F., Servilio, M., & Smriglio, S. (2017). Staffing and scheduling flexible call
centers by two-stage robust optimization. Omega (Oxford), 72, 25-37.
https://doi.org/10.1016/j.omega.2016.11.001
New International Version. (2022). Holy Bible. (1973)
Zhong, X., Lee, H.K., Williams, M., Kraft, S., Sleeth, J., Welnick, R., Hauschild, L., & Li, J.
(2018). Workload balancing: Staffing ratio analysis for primary care redesign. Flexible
Services and Manufacturing Journal, 30(1-2), 6-29. https://doi.org/10.1007/s10696-016-
9258-2
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