I would like to know the pros & cons of hiring an employee as an consultant for fixed tenure say 6 months than a regular employee.
I would like to know pros & Corns from perspective of both Employer & employee.
From India
I would like to know pros & Corns from perspective of both Employer & employee.
From India
Dear friend,
Changing employment patterns and practices in the eve of globalisation have eventually resulted in extended legalisation of certain types of employment like contract labor system, fixed term employment etc., subject to certain restrictions which ensure the basic employment rights of such employees. The latest example is the amendment to the Industrial Employment( Standing Orders ) Central Rules,1946 granting approval to " Fixed Term Employment ".
In my opinion, the pros and cons of such hitherto unconventional methods of employment can not be analysed in isolation of the inherent objective of the employers adopting them. If the objective is dictated by mere concern for flexibility of hire and fire coupled with economy of operations, such move is a complete retrograde towards an erstwhile simple contract for service between the partners of production.
In the back drop of the amended provisions of standing orders, it is certainly advantageous in respect of certain specialised or professional jobs which last for a relatively shorter and predictable duration. In other cases it may not be so because of the ban on the conversion of existing permanent posts into that of fixed term posts and the protection of all statutory benefits to the FT employees.
In your case, if the requirement is genuinely for a six month period alone, well, you can go ahead.
From India, Salem
6018Changing employment patterns and practices in the eve of globalisation have eventually resulted in extended legalisation of certain types of employment like contract labor system, fixed term employment etc., subject to certain restrictions which ensure the basic employment rights of such employees. The latest example is the amendment to the Industrial Employment( Standing Orders ) Central Rules,1946 granting approval to " Fixed Term Employment ".
In my opinion, the pros and cons of such hitherto unconventional methods of employment can not be analysed in isolation of the inherent objective of the employers adopting them. If the objective is dictated by mere concern for flexibility of hire and fire coupled with economy of operations, such move is a complete retrograde towards an erstwhile simple contract for service between the partners of production.
In the back drop of the amended provisions of standing orders, it is certainly advantageous in respect of certain specialised or professional jobs which last for a relatively shorter and predictable duration. In other cases it may not be so because of the ban on the conversion of existing permanent posts into that of fixed term posts and the protection of all statutory benefits to the FT employees.
In your case, if the requirement is genuinely for a six month period alone, well, you can go ahead.
From India, Salem
The Fixed Tenure Appointments (FTA) is the current rage in HRM. There is no long-term commitment and there is flexibility. Both the parties are free after the tenure is over. But this goes against the commitment and career interests of the employees and in turn, would hurt the employer as well.
From India, Mumbai
From India, Mumbai
Dear Colleague,
If basically your need is to engage someone only for six months, then it would be appropriate to employ him as fixed term employee on agreed monthly fees on clear mutual understanding that the arrangement comes to an end automatically on expiry of six months.
There are no serious implications for both in this type of engagement.
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
If basically your need is to engage someone only for six months, then it would be appropriate to employ him as fixed term employee on agreed monthly fees on clear mutual understanding that the arrangement comes to an end automatically on expiry of six months.
There are no serious implications for both in this type of engagement.
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
Can a regular employee without terminated, can be employed as a daily wages employee if he is agreed upon so.As inquiry have completed and he not only proved guilty but himself accepted that his behavior is not as par.
From India, Delhi
From India, Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Checklist for Hiring Employees.doc
Hiring and Keeping the Best People - Richard Luecke.pdf