Human Recourse Case Study Help on Temp-to-Perm Policy

There several advantages such as selection of skilled employees, cost reduction, improve business efficiency are associated with temp-to-perm policy. But at the same time, there are several disadvantages are also associated with this policy. The major disadvantage of this policy is a decline in employee morale because of doubt on getting permanent position. It reduces their optimum contribution towards achieving the organizational objectives (Wright & Conley, 2012). Similarly our human resource case study help experts, employees under this policy will only work for themselves during the temp period, which may cause an increase in organizational cost. At the same time Australian experts said that, it will be difficult for the firm to assign the long-term projects to the member recruited under this policy. Similarly, members can also mislead the project due to fear of job loss.

It is because temp-to-perm approach may create frustration among employees as they will always will themselves as the second class employees and will also feel inferior to the permanent employees, which is not good for the growth of organization. Another disadvantage of this approach is that employees will never feel security with their job as they will settle with job, there will be a time to look for next job for them. It will influence their ability to perform the business operations in terms of accomplishing organizational objectives. This policy will incur high cost of employees for the firm due to their less efforts and contribution for organizational objectives (Griffin, 2012). At the same time, it will also create conflicting situations between temporary and permanent employees.