Workforce Utilization and

Employment Practices:
Unit-3
Dr. Devika Agarwal
 Work Teams
Work teams in the workplace are groups of people who
work together to achieve a central goal. 

Team building in an organisation is essential to

synchronize business activities, effectively resolve
problems, accelerate innovative solutions through
brainstorming sessions and accomplish business goals.
To create effective work teams, the organizations must
ensure that the goals are clearly communicated to them.
Managers must do trust building exercise with the team
members so as to create an atmosphere of honesty and
openess.
 Work Team
Socialising within the work team may build trust and
confidence among the team members.
There should be two way communication among the work
and team
Any confusion, interpersonal issue or disagreements
should be handled by managers at the initial stage.
The employees of the work team should be empowered
and free to take decisions. The managers should
appreciate the team and individuals for design thinking
and innovative solutions to problems.
Managers should provide the negative as well as positive
feedback to the team and keep them on track of
accomplishing the organisational goals.
 Team Effectiveness Assesment
 Work group effectiveness and performance can be measured through various tools.
 The more effectively a team is coordinated, the better the performance of the
department will be.
 Based on the Team Effectiveness Assessment (TEA), businesses can discover what
their departments’ strengths are, and what they could improve.
 Organizations work with large and small teams within their departments.
 Team Effectiveness Assessment helps with identifying general team-related issues.
Once the evaluation is complete, focus can shift to improving and developing the
most important skills. In general, a Team Effectiveness Assessment consists of a
questionnaire that measures team effectiveness based on eight dimensions:
 Purpose & goals
 Roles
 Team process
 Underlying team relationships
 Inter-group relationships
 Problem-solving ability
 Passion & commitment
 Skills & learning
 Assessing Team Effectiveness Through Scale Comparison
This tool is intended for teams to take and discuss the results
with each other, leading to a better understanding of their
own team dynamics and identifying ways to improve.  
Team members should answer the questions individually,
then discuss the results with each other.
Each question is assessed on the five methods of
measurement:
Psychological safety
Team dependability
Structure and clarity
Meaning
Impact
There are various models to measure team effectiveness.
 Twelve Cs for effective Team
Clear Expectations Context Commitment

Competence Charter Control

Collaboration Communication Creative

Innovation

Consequences Coordination Cultural Change

 NON-Unionization
Non unionization of an organization refers to not having
or involving membership in a labor union.
Non-Union Employee means an Employee whose terms
and conditions of employment are not governed by a
Collective Labor Agreement.
Guest and Hoque have classified non union
establishments as follows:-
- Good Establishments
 - Lucky Establishments
 - Bad Establishments
 - Ugly Establishments
Strategies of non-unionization of organizations
 Personnel Research
Personnel research refers to the identification of
employee problems and grievances at an early stage so
that the problem does not magnify.
The topics covered under personnel research are-
Wage survey
Effectiveness of recruitment process
 proper training
Job analysis
Survey employee needs
Attitude survey towards reward system
Turnover analysis
Labour settlements negotiated by trade unions etc.
 Employee Shortages
Employee shortages impose a challenge for the
organization to effectively accomplish the goals of the
organization. The companies adopt various strategies to
handle employee shortages;
Creative recruiting
Compensation incentives
Training Programs
Different Selection Standards
Flexible retirement
Recruiting minorities and women
Outsourcing
 Types of Outsourcing
 A professional employer organization (PEO) is an organization that enters into a joint-
employment relationship with an employer by leasing employees to the employer, thereby
allowing the PEO to share and manage many employee-related responsibilities and liabilities.
This allows employers to outsource their human resource functions, such as employee benefits,
compensation and payroll administration, workers' compensation, and employment taxes.
 The burdens a PEO can relieve from HR include the following:
 Benefits administration.
 Recruiting and hiring.
 Payroll administration.
 Unemployment administration.
 Workers' compensation administration.
 Compliance assistance.
 Drug testing programs.
 Family and Medical Leave Act administration.
 Some of the disadvantages might include the following:
 Loss of control of essential processes and people.
 An outside company's influence on your culture.
 Diminished value of internal HR department.
 Lack of control and security over employee paperwork.
 A loss of institutional knowledge.
 Security issues with the vendor's system.
 Resistance from employees.
 Types of Outsourcing
BPO
E- services
Application Service Provider

An application service provider (ASP) is a third party or

company that makes software
and applications accessible through the internet to
individuals, small- to medium-sized businesses or large
organizations. Instead of organizations shouldering the
financial burden, hardware requirements and technical
expertise needed to own software, they lease these applications
from third parties called application service providers. So the
software is hosted somewhere on the internet, instead of being
premise-based, and organizations or individuals are then given
access for a fee (lease) using their web browsers.
 Strategies for Employee Surplus
Restricted Hiring
Reduced Hours
Redeployment and retaining
Early Retirements
Retreat from employment security policy
Downsizing and Layoffs