Payroll Specialization

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Payroll Specialization
Should College stop hiring temporary employees and ask its full-time workers to work overtime to handle the extra load?
An entity may decide to use overtime instead of recruiting new employees due to high cost in the hiring process. Overtime costs less than hiring new employees in the organization. This practice motivates workers to work more in the organization to get more compensation thus building loyalty of the employees to the organization. Overtime payments develop mutual benefit between the employees and the employer due to earning increment. (Hossain, 176). Organizations spend a lot of time recruiting every year; therefore, overtime deals with the issue of staff shortage without hiring extra employees and reducing the merit tax rate to the entity. However, overtime affects the workers in many ways for example facilitates workers not to go to work the next day, therefore, increasing absence level. Long working hours affect the health and psychological issue to the workers. Overtime may be inefficient in providing the required employees, therefore, cannot be relied on alone.
Should College get its temporary employees from a temporary employment agency and therefore not be subject to the extra taxes?
The organization may decide to acquire employees from other institutions by subcontracting which is not long-term. Subcontracting enhances flexibility while obtaining specific services in the organization therefore saves time.

Obtaining specialist expertise in the area the entity requires becomes the short process by subcontracting from a body that provides the necessary services for such security organizations (Hossain, 185). Subcontracting makes the permanent staff focus on the core business instead of interfering with them to work overtime. Besides, subcontracting enables the organization to acquire services that are not required permanently reducing the occurrence of redundancy in future. However, subcontracting may cost the organization higher than the daily wage of the worker. Acquiring workers from other organization limits the permanent workers’ developing new knowledge and skills. The culture of the organization may affect the workers from subcontracting companies, therefore, being demotivated to produce the high quality.

Works Cited
Hossain, Md Mosharraf, et al. “Multi-period, Multi-product, Aggregate Production Planning under demand uncertainty by considering Wastage Cost and Incentives.” World Review of Business Research 6.2 (2016): 170-185.