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Abstract (Summary)
New pressures are causing companies and their employees to consider a wide variety of new ways to perform tasks. Among the common themes impacting the employment plans of the majority of UK firms are: 1. market stagnation, 2. economic uncertainty, 3. technological change, and 4. reductions in working hours. Companies are seeking flexibility that is functional, numerical, and financial in nature. Employment practices are shifting in response to this need for flexibility. A new employment model is emerging which involves the breakup of the orthodox hierarchical structure of the firm so that radically different employment policies can be pursued for different groups of workers. Among the job alternatives being tried are: 1. delayed recruitment, 2. public subsidy trainees, 3. job sharing, and 4. part-time workers. Divergent approaches to management and workforce planning must be supported by different rationales for personnel policy, and a single approach to manpower management will no longer satisfy the need for flexibility.
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