Full-Time vs. Part-Time Workforce

Kevin Adera | 18th September 2020

Career Development
Full-Time vs. Part-Time Workforce

Full-Time vs. Part-Time Workforce

Kevin Adera | 18th September 2020

Career Development

Over time businesses have been struggling with which type of workforce to adopt between full-time and part-time or whether to implement a blend of the two. Some questions have come up on which type should be highly considered. There is no significant answer to these questions since the kind of workforce to use depends on the company's operations and activities. Some businesses might need more part-time to stay adaptable for fluctuating and changing needs, while others require a more reliable workforce. The final decision, therefore, relies on the demands of the organization. The adoption of part-time is increasingly becoming a culture due to the uncertainty in the economy. The covid era has proven that several businesses can survive part-time since numerous organizations operated on a remote basis and in most cases, the employees never worked full-time.

Before you enlist the staff, it is essential to know each recruit's upsides and downsides. It is also vital to understand what the law depicts concerning the different types of workforce arrangements. To be on the safer side, the companies should extensively explore the Employment Act to ensure everything is done according to the constitution. 

Full-time workforce

A full-time employee should work for 40 hours a week, which is 8 hours each day and five days a week. The employees under this category are on a calendar month. Their payment is agreed on a monthly basis. Two methods are used as measurements for the full-time status of the employee. The methods include the monthly measurement method and the look-back measurement method. Using the monthly mode, the determination is made concerning the hours worked and whether they add up to a month. The look-back method is focusing on the stability period of the employee. 

Advantages of the full-time workforce

  1. Effective and efficient planning: You'll appreciate consistency in planning and be better ready to anticipate objectives, goals, tasks, and remaining burden. 
  2. Cost-saving: The more eligible and qualified representatives you have, the more practical they can be for your organization. The more time they give to the company, the more benefit the company will get in return leading to cost-saving (per capita).
  3. Consistency: You'll see more steady profitability because of representatives' more drawn out time working in their jobs and cooperating with other full-time colleagues. Doing things over and over with more time improves the general results of the outcome.
  4. Worker loyalty: Employees will, in general, feel more attached to their organization's image when they are reliably working for the organization. Having more time in the organization makes the employee have an attachment to the company.

Disadvantages of the full-time workforce

  1. Over-staffing in the company: Full-time representatives probably won't be savvy when the outstanding task at hand plunges or reduces and profitability as well as yield drops. Therefore, there will be more workforce than the work that is available. 
  2. Increased employee stressors: Full-time representatives oversee more business-related burdens concerning cutoff times and undertaking goals. This might reduce the productivity of the workforce.  
  3. The expense of benefit: Fringe benefits are an undeniable cost, which mixes as you recruit all the more full-time labor. 

Part-time workforce

A part-time employee is generally someone who work for fewer hours as compared to full time. Every organization has its definition of part-time. There is no specific period that clearly explains the working period of a part-time employee. Some employees will say that their part-timers work once a week and others maybe half a day. 

Advantages of the part-time workforce

  1. Lower overhead costs: It spares you the expenses of pay rates and representative advantages. 
  2. Adaptability or flexibility: It takes into consideration more agile staffing for fluctuating planning needs. 
  3. Additional help: It licenses simpler flood or extra staffing when you need it (either week to week or occasionally). 
  4. Broadly educating: You can create experienced reinforcement colleagues (and more educated colleagues) to cover moves and ventures when required. 
  5. Adjusted representatives: sometimes, a low maintenance plan permits your devoted colleagues who maintain different sources of income, go to class, or have family obligations to work what they can. This is the reason an enormous bit of representatives decide to work low maintenance.

Disadvantages of the part-time workforce

  1. Irregularity: Inconsistent booking now and then makes it challenging to hold workers, particularly the individuals who need consistent hours. 
  2. Likely failure: Part-time representatives who work a couple of hours to a great extent may have higher blunder rates because of the absence of reliable redundancy for their activity. 
  3. Outside business challenges: When you recruit low maintenance laborers, you may need to manage co-work issues. There's consistently the opportunity that your organization is the "side gig" that they couldn't care less about as much as their other activity. At the point when a representative has more than one work, for example, they need to choose which takes need on the off chance that they are twofold reserved for a move.

No workforce can be guaranteed to be right or wrong. The decision has to be according to the needs and demands of the organization. What works for one organization might not work for another, but there is nothing wrong with testing to determine whether it's beneficial for its operations. 

 


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