美国圣地牙哥论文代写：劳动力的灵活性
美国圣地牙哥论文代写：劳动力的灵活性
然而劳动灵活性可以进一步分为两种类型：
功能劳动力灵活性：功能的灵活性可以被定义为一种情况发生时，用人单位或组织可以改变或结合员工不同的工作。它还包括活动，如劳动力流动，或 改变工作的地方。职能劳动弹性是由雇主使用的各种类型的工作要求。
数值的劳动力灵活性：数值的劳动力灵活性可以被定义为一个组织能够迅速改变一个员工的工作时间。这反过来又影响了一个组织需要支付的时间，最终根据产品或服务需求的波动水平。
因此，这些天来，组织使用各种方法利用劳动力的灵活性。例如，“工资保证基金”和“自愿退休计划”等方法，允许雇主为雇员提供在指定时限前自愿退休的选择.。这种情况发生时，有一个产品的需求较少，但人力资源的可用性是超过该组织所需的水平。同样，还有其他方法，如工作保障协议，承包和转包，使组织行使其劳动灵活性。
然而，随着国际化的商业组织，有一些挑战面前的组织。特别是在人力资源管理方面，它已经成为具有挑战性的组织实施劳动灵活性考虑到今天的组织在国际监管机构（杏仁，2011）经营的事实。
不断变化的劳动力市场
如今劳动力市场迅速变化。国家如中国、印度、加拿大、巴西、美国、英国等，参与多种挑战的劳动力市场的变化构成。以下是改变劳动力市场变化的力量。
美国圣地牙哥论文代写：劳动力的灵活性
However labour flexibility can be further segmented in two types:
Functional labour flexibility: Functional flexibility can be defined as a situation that occurs when an employer or organisation is able to change or combine various jobs of its employees. It also includes activities such as labour mobility, or change of place where work is done. Functional labour flexibility is used by an employer for various types of work requirements.
Numerical labour flexibility: Numerical labour flexibility can be defined as a situation where an organisation is capable of quickly changing the working hours of an employee. This in turn impacts the number of hours for which an organisation needs to pay, ultimately based on the fluctuating level of product or service demand.
Thus organisations these days are using various methods to utilize the labour flexibility. For example, methods such as ‘Wage Guarantee Fund’ and ‘Voluntary Retirement Scheme’ allow employers to offer its employees an option to take voluntary retirement before their designated time frame. This happens, when there is less demand for a product, but availability of the human resource is more than the required level in the organisation. Similarly, there are other methods such as job security agreements, contracting and sub-contracting which enables an organisation to exercise its labour flexibility.
However, with internationalization of the business organisation, there are several challenges which have come in front of organisations. Especially in terms of management of human resource, it has become challenging for organisations to implement labour flexibility considering the fact that organisations today operate in an international regulatory setup (Almond, 2011).
The Changing Labour Market
Today labour market has been changing rapidly. Countries such as China, India, Canada, Brazil, United States, UK etc., are involved in several challenges posed by the change in labour market. Following are the forces of change which are making the gradual change in the labour market
