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cial resource. What’s more, process of recruitment and selection is part of the organization’s human resource plan and recruitment issues are central to the business strategy. Last but not least, organizations need to deploy skills in order to successfully operate.

3. Changing Employment Relationships

The employment relationship is a legal concept widely used all over the world to refer to the relationship between a person called an ‘employee’ and an ‘employer’ performs work under certain conditions in return for remuneration (Willey, 2009). It is through the employment relationship, that mutual rights and obligations are created between the employees and the employers.

The second half of the twentieth century witnessed a quite dramatic shift in the employment relationships. It changed from lifetime tenure to a new model defined by flatter organizations, job insecurity, shorter tenures, declining attachment between employer and employee (Peter, 2008). Thus managing employment relations has become a significant issue to response to the change in management systems.

3.1 Reasons for Employment Relationships Changes

Since the intensified global competition, science structure is changing, therefore, some new employment status came into being(Arthur, 1992). However, much more factors lead to the changes in employment relationships, which contains changing expectations and assumptions, the rising role of outside hiring and lateral moves in shaping and managing careers, increased career uncertainty, and much greater variety in organizational structures. These factors are divided into internal factors and external factors.

3.2 Diversity of Employment Relationships

In general, there are main three types of employment relationships, that is, employer-employee, independent contractors, temporary employees (John and Graham, 2004). However, functional flexibility, reward flexibility, geographic mobility and sources of contract are the most important characteristics of these three types of employment relationship.
3.2.1 Functional Flexibility

The end of the 20th century witnessed radical changes in the nature of work. Increasingly, the concept that work should be composed of pre-defined fixed tasks was replaced by the concept of flexibility. Job demarcations disappeared with the development of international business. What’s more, person armed with several skills are preferred then those who only handle one skill. Full-time workers, part-time workers and flexed-time workers came into being, which changed previous monomorphic employment status. As a survey made by the government of United Kingdom, Self-employed, home working and Tele-working are the new trend of job.

3.2.2 Reward Flexibility

Traditional job evaluation paid attention to unchanging job requirements, encouraging staff to take a rigid attitude towards their work. As a result, the reward for employees are rigid. However, over the last few decades, pay evaluation system have sung from having an individual focus to being job-based back again to stress on the individual (Redman and Wilkinson, 2009). The key considerations that influence the reward are qualification, experience, proficiency and attendance. Accordingly, reward system has been more and more flexible. Normally, t本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。