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This book was written as the Coronavirus (COVID-19) pandemic began
to have a devastating effect on employment across the globe. The
crisis has served to highlight many deepseated, often longstanding
challenges to employment relationships. These include uncertainties
and fears about the impact of technological advances, concerns
about safety and wellbeing and controversies around emerging
business and employment models. It is difficult to avoid the fear
that the combination of these and other practices will lead to a
'race to the bottom'. The book calls for a radical rethink and
reassessment of the core values underlying employment
relationships. In Work in Challenging and Uncertain Times, the
authors take a refreshingly realistic view of how contemporary work
relationships are managed and look to how they will need to change
in the future. Some key questions are posed, such as 'who is the
employer in complex skills supply chains?'; 'how do we ensure a
skilled workforce in a context of fragmentation and increasing
individualization?'; 'in a context of AI, robots etc., what does it
mean to be human?' and 'how do we achieve change and improvement'?
Based on extensive research presented in an accessible and engaging
style, the book provides insights valuable to students of
employment relationships, HRM and employment law as well as to
practitioners and policy-makers. It draws on a range of academic
disciplines and thoughts from interviews with key practitioners and
commentators on workplace as well as students.
Over half of all people working on behalf of any given organization
are typically not their own employees. Some are freelance
contractors working in their own right. A significant proportion is
employed to provide these services by another firm, under agency or
outsourcing service agreements. The services they perform under
these agreements are often vital in supporting the organization's
customer relationships, reputation and brand identity. Yet,
remarkably, little attention has been paid to how
thesenon-employees are managed, motivated and meaningfully engaged.
Management protocol generally sees them as outside the
organization's remit or control. The law paints them as victims.
This ground-breaking book challenges both these assumptions.
Through a combination of pioneering legal analysis and rigorous
case-study research, it demonstrates that non-employees are often
the organization's most important hidden resource. Patricia
Leighton and her collaborators highlight the limited good practice
that is available, based on examples in large corporations, public
sector organizations and smaller firms in a variety of countries.
More importantly she clearly sets out the issues and imperatives
employers should address, supported by new management concepts and
models of effective practice developed specifically for the book.
Far from being victims, she argues, non-employees often choose
flexible working patterns for their own intrinsic ends and have
ambitions, career aspirations and workplace needs that can be
responded to and exploited by forward-looking employers.Looking at
the role they now play, these people are no longer marginal,
atypical or peripheral as they are still termed and regarded by
both legal and management practitioners. They are, however, still
in the shadows in terms of the literature available on how best to
de
This book was written as the Coronavirus (COVID-19) pandemic began
to have a devastating effect on employment across the globe. The
crisis has served to highlight many deepseated, often longstanding
challenges to employment relationships. These include uncertainties
and fears about the impact of technological advances, concerns
about safety and wellbeing and controversies around emerging
business and employment models. It is difficult to avoid the fear
that the combination of these and other practices will lead to a
'race to the bottom'. The book calls for a radical rethink and
reassessment of the core values underlying employment
relationships. In Work in Challenging and Uncertain Times, the
authors take a refreshingly realistic view of how contemporary work
relationships are managed and look to how they will need to change
in the future. Some key questions are posed, such as 'who is the
employer in complex skills supply chains?'; 'how do we ensure a
skilled workforce in a context of fragmentation and increasing
individualization?'; 'in a context of AI, robots etc., what does it
mean to be human?' and 'how do we achieve change and improvement'?
Based on extensive research presented in an accessible and engaging
style, the book provides insights valuable to students of
employment relationships, HRM and employment law as well as to
practitioners and policy-makers. It draws on a range of academic
disciplines and thoughts from interviews with key practitioners and
commentators on workplace as well as students.
The law is changing fast as pitfalls and penalties await the
unprepared. The legal rules that apply to recruitment in the UK are
drawn from virtually all areas of employment law. Sourcing the
relevant law under each heading is difficult and time consuming.
This new edition pulls together all the relevant law relating to
recruitment. Written by acknowledged experts, it provides a concise
summary of everything you need to know and do to stay securely
within the law. It includes updates on the increasingly complex and
demanding legislation relating to recruiting from outside the UK,
along with legislation applying to jobs that involve working with
children and vulnerable adults. Provides a clear explanation of the
key areas of law applying to the recruitment process including,
whereappropriate, the reasons for the development of those rules
and what they aim to achieve Explains the application of the rules
to recruitment processes Deals with typical practical issues,
especially those arising out of case law and recent legislation
Forms of contingent work and reliance on third party provision of
skillsThis report is designed for: HR and recruitment
professionals; in-house legal teams; employment lawyers; employment
and recruitment agency staff, and HR students"
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