CONTRACT STAFF EMPLOYEE ENGAGEMENT EMPLOYMENT CONTRACT
Singapore - Contract or temporary staff may not be an HR department's full-time responsibility but it would benefit the company if they are just as well taken care of as permanent employees.
Jenny Ong, PeopleSearch's consulting manager for professional contracts, says caring for contract staff will allow everyone in the organisation to espouse similar values that would help employers attract and retain the best talent. It's encouraging a corporate mindset of "do unto others as you like them to do unto you", she adds, instead of treating contract or temp employees as second class citizens. "Contract staff will need to be motivated and trained, just as any of us would need, more so in this climate. They need to know they are useful."
All HR needs to do is create an inclusive environment where contract or temp staff are invited to employee activities such as family days and team-building events. Or on a daily work basis, Ong says line managers can "involve them in brainstorming sessions and ask for their inputs". After all, contract staff "bring with them the know-how, skill sets and years of experience" which if used wisely by the company, their flexibility can help employers deal with the "ever-changing business needs with immediate effect".
Furthermore, other than an "end of contract" date, Ong says there is really little or no difference between the compensation and benefits, and even leave days, given to contract and permanent staff. In fact, contract staff in mature employment markets such as the US and UK are generally paid 10% to 20% higher than regular employees to make up for the short term needs they are hired for.
As Singapore strives towards a work-life balanced society, Ong foresees more people, which could include Generation Y or even retrenched employees, taking up contract jobs. "Contract employment allows flexibility in planning so individuals can plan for short term missionary work, charity involvement, taking on a third language or overseas travel." Hence, HR will need to start considering their compensation packages for contract work, says Ong, if they want to tap on this ready pool of diversified, well-travelled and connected talent in the long run.
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