Employment: Difference between revisions
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'''Employment''' - number of people who show a professional activity. Expressed in commitment and [[capability]] of manpower in the labor [[process]] (for proper monetary compensation), in produced goods or services which meet consumers [[demand]]. | '''Employment''' - number of people who show a professional activity. Expressed in commitment and [[capability]] of manpower in the labor [[process]] (for proper monetary compensation), in produced goods or services which meet consumers [[demand]]. | ||
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==Optimization of employment and the quality of human resources== | ==Optimization of employment and the quality of human resources== | ||
In economy there is strong emphasis on optimization of employment in [[enterprise]]s. At the same time, it is important to keep labour costs at a competitive level. However, managers should not forget that too large and rapid savings on staff costs, undeniably lead to a reduction in the [[quality]] of human resources in company. This is contrary to modern [[management]] concepts that relate human [[resource]] development as important investment in future growth of the company. | In economy there is strong emphasis on optimization of employment in [[enterprise]]s. At the same time, it is important to keep labour costs at a competitive level. However, managers should not forget that too large and rapid savings on staff costs, undeniably lead to a reduction in the [[quality]] of human resources in company. This is contrary to modern [[management]] concepts that relate human [[resource]] development as important [[investment]] in future growth of the company. | ||
'''See also:''' | '''See also:''' | ||
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* [[Employee attrition]] | * [[Employee attrition]] | ||
==Examples of | ==Examples of employment forms== | ||
* '''Full-time employment''': A full-time employee is someone who works a minimum of 35 to 40 hours per week, and is usually entitled to receive benefits including health [[insurance]], vacation time, and sick leave. | * '''Full-time employment''': A full-time employee is someone who works a minimum of 35 to 40 hours per week, and is usually entitled to receive benefits including health [[insurance]], vacation time, and sick leave. | ||
* '''Part-time employment''': Part-time employees are generally those who work fewer than 35 hours per week. Part-time employees may receive fewer, or no benefits. | * '''Part-time employment''': Part-time employees are generally those who work fewer than 35 hours per week. Part-time employees may receive fewer, or no benefits. | ||
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* The opportunity to learn new skills and gain experience in a professional [[environment]], which can open up new opportunities for employment and advancement. | * The opportunity to learn new skills and gain experience in a professional [[environment]], which can open up new opportunities for employment and advancement. | ||
* The ability to develop a sense of pride and accomplishment in one’s work, which can improve self-esteem and confidence. | * The ability to develop a sense of pride and accomplishment in one’s work, which can improve self-esteem and confidence. | ||
* The opportunity to build relationships with colleagues and customers, which can help to create a sense of community and belonging. | * The opportunity to build relationships with colleagues and customers, which can help to create a [[sense of community]] and belonging. | ||
* The potential to contribute to society and help drive economic growth, as employed people can pay taxes, drive [[consumer]] spending and help to create jobs. | * The potential to contribute to society and help drive economic growth, as employed people can pay taxes, drive [[consumer]] spending and help to create jobs. | ||
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* '''Job Creation''': which focuses on the quantity of new jobs created, regardless of the type of job, in an economy. | * '''Job Creation''': which focuses on the quantity of new jobs created, regardless of the type of job, in an economy. | ||
* '''Job Quality''': which focuses on evaluating the quality of jobs, by looking at the wages, benefits, and work conditions of a job. | * '''Job Quality''': which focuses on evaluating the quality of jobs, by looking at the wages, benefits, and work conditions of a job. | ||
* '''Underemployment''': which focuses on assessing the number of people who are employed but are not working to their full potential. | * '''[[Underemployment]]''': which focuses on assessing the number of people who are employed but are not working to their full potential. | ||
* '''Labor Force Participation''': which measures the percentage of the population that is either employed or actively looking for work. | * '''Labor Force Participation''': which measures the percentage of the population that is either employed or actively looking for work. | ||
* '''Labor Productivity''': which looks at how efficiently workers are producing output. | * '''Labor Productivity''': which looks at how efficiently workers are producing output. | ||
In summary, there are many approaches to measuring Employment, beyond simply counting the number of people who are actively employed. Each approach is valuable in its own right, as it can help to provide a more detailed picture of the labor [[market]] and its trends. | In summary, there are many approaches to measuring Employment, beyond simply counting the number of people who are actively employed. Each approach is valuable in its own right, as it can help to provide a more detailed picture of the labor [[market]] and its trends. | ||
{{infobox5|list1={{i5link|a=[[Income stream]]}} — {{i5link|a=[[Alternative staffing]]}} — {{i5link|a=[[Employee attrition]]}} — {{i5link|a=[[Natural rate of unemployment]]}} — {{i5link|a=[[Organizational progress]]}} — {{i5link|a=[[Flexible staffing]]}} — {{i5link|a=[[Indirect labor]]}} — {{i5link|a=[[Frictional unemployment]]}} — {{i5link|a=[[Availability of resources]]}} }} | |||
==References== | ==References== | ||
* Hill, C. (2000). ''[http://www.oro.doe.gov/duf6disposition/Chris-Hill-Slides.pdf Human resources management]''. | * Hill, C. (2000). ''[http://www.oro.doe.gov/duf6disposition/Chris-Hill-Slides.pdf Human resources management]''. | ||
[[Category:Recruitment and employment]] | [[Category:Recruitment and employment]] | ||
[[Category:Employees]] | [[Category:Employees]] | ||
[[pl:Zatrudnienie]] | [[pl:Zatrudnienie]] | ||
Latest revision as of 20:50, 17 November 2023
Employment - number of people who show a professional activity. Expressed in commitment and capability of manpower in the labor process (for proper monetary compensation), in produced goods or services which meet consumers demand.
Nominal and real employment
- nominal employment - number of workers regardless of the time of work,
- real employment number of employed persons derived from actual employee working hours.
Sustainable employment
Every company strives to achieve the so-called sustainable, rational, employment. Rational employment manifests itself when all employees are essential for company (there is no excessive employment). In addition, the rational allocation of both employees and the division of labor are in line with the needs of the enterprise. Tasks are assigned to individual employees according to their competencies.
Employment structure
While building the structure of employment, it must be remembered that the requirements placed on the workers on workplace, should be adjusted to their capabilities (knowledge, experience, psychological predispositions). This is the basis for carry out on-the-job training, teaching courses or instructional workshops.
Number of employees
Decisions about the number of employed workers depends on the business needs and forecast supply and demand for personnel.
Optimization of employment and the quality of human resources
In economy there is strong emphasis on optimization of employment in enterprises. At the same time, it is important to keep labour costs at a competitive level. However, managers should not forget that too large and rapid savings on staff costs, undeniably lead to a reduction in the quality of human resources in company. This is contrary to modern management concepts that relate human resource development as important investment in future growth of the company.
See also:
Examples of employment forms
- Full-time employment: A full-time employee is someone who works a minimum of 35 to 40 hours per week, and is usually entitled to receive benefits including health insurance, vacation time, and sick leave.
- Part-time employment: Part-time employees are generally those who work fewer than 35 hours per week. Part-time employees may receive fewer, or no benefits.
- Contract employment: A contract employee is someone who is hired by an employer for a specific job or project, and the duration of the contract is determined by the employer. Contract employees are generally not considered to be employees of the company, and as such may not be entitled to the same benefits as full-time employees.
- Freelance employment: Freelance workers are self-employed individuals who are hired by a company to provide services or products. They are usually paid per project, and are not considered to be employees of the company.
- Temporary employment: Temporary employees are hired on a short-term basis to fill a specific job or project. They are usually not entitled to benefits, and the duration of the job or project is determined by the employer.
Advantages of Employment
Employment brings many benefits to individuals and society, including:
- The opportunity to earn a steady and reliable income, which allows individuals to provide for themselves and their families.
- The opportunity to learn new skills and gain experience in a professional environment, which can open up new opportunities for employment and advancement.
- The ability to develop a sense of pride and accomplishment in one’s work, which can improve self-esteem and confidence.
- The opportunity to build relationships with colleagues and customers, which can help to create a sense of community and belonging.
- The potential to contribute to society and help drive economic growth, as employed people can pay taxes, drive consumer spending and help to create jobs.
Limitations of Employment
Employment is limited by a variety of factors, including:
- Economic conditions: economic downturns and recessions can lead to a decrease in available employment opportunities and a rise in unemployment.
- Education and skill levels: a lack of education or training can make it difficult to find employment.
- Discrimination: individuals can experience discrimination based on their gender, race, age, or other factors, making it more difficult to find employment.
- Geographic location: certain areas may have less employment opportunities available, making it difficult to find a job.
- Availability of jobs: certain areas may be oversaturated with jobs, making it difficult for individuals to find employment.
- Technological advances: automation and other technological advances can reduce the number of available jobs.
- Immigration: an influx of immigrants can reduce the number of available jobs.
- Government policies: certain government policies can make it difficult for businesses to hire, leading to fewer employment opportunities.
Employment is not only defined by the number of people professionally active, but also by other approaches, such as:
- Job Creation: which focuses on the quantity of new jobs created, regardless of the type of job, in an economy.
- Job Quality: which focuses on evaluating the quality of jobs, by looking at the wages, benefits, and work conditions of a job.
- Underemployment: which focuses on assessing the number of people who are employed but are not working to their full potential.
- Labor Force Participation: which measures the percentage of the population that is either employed or actively looking for work.
- Labor Productivity: which looks at how efficiently workers are producing output.
In summary, there are many approaches to measuring Employment, beyond simply counting the number of people who are actively employed. Each approach is valuable in its own right, as it can help to provide a more detailed picture of the labor market and its trends.
| Employment — recommended articles |
| Income stream — Alternative staffing — Employee attrition — Natural rate of unemployment — Organizational progress — Flexible staffing — Indirect labor — Frictional unemployment — Availability of resources |
References
- Hill, C. (2000). Human resources management.
