A review about New forms of employment provided by Audit firms in Sri Lanka

The emergence of new forms of employment was taken place based on the Societal and economic developments, such as the need for increased flexibility by employers and workers, the greater use of advanced information and communications technology (ICT) and the greater importance of particular business activities and occupations. Generally, nine boards of new forms of employment were identified such as employee sharing, job sharing, interim management..etc and their implication on working condition and labour market showed in appendix A (Mandl & Biletta 2018). 

Under the interim management, experts are hired temporarily to conduct a specific project or solve a specific problem, integrating external management capacities within the organization (Mandl 2015) and generally that was provided by audit firms. When providing interim management services, interim managers usually supervise permanent staff effectively under new organizational culture and it will create potential psychosocial risks at work including stress and the lack of long-term job security (Jas, 2013). Furthermore, there is an inherent risk of professional isolation as interim managers due to their unique position in the receiving company and they receive a higher salary than employed managers based on the job insecurity. However, due to their specific role in the receiving company, interim managers can make decisions in a less restricted way than permanent staff, and often enjoy flexibility as regards the time and place of working (Inkson et al, 2001). 

As Audit firms in Sri Lanka, Dayananda and Samarawickrama Company (established in 1982) has 33 years experience in the accounting, auditing and taxation and management consultancy of both public and private sector organizations. However, due to higher work lot, mental stress, professional isolation as well as the job insecurity, worker strength of the company has fluctuated annually and it will be affected to the trust and efficiency of the company (http://www.dsandco.lk).  Therefore, a modified and attractive policy which is implemented after identifying the gap regards of interim management will positively contribute to the competitiveness, sustainability and growth of the company while maintaining trust among the client. 

Reference

Mandil, I & Biletta I 2018, Overview of New Forms of Employment - 2018 Update. Cornell University ILR School, International Publications.

Mandil, I 2015, New Forms Of Employment Offer Both Benefits And Risks. Available from:<https://www.socialeurope.eu/new-forms-of-employment-offer-both-benefits-and-risks>.[30 April 2019].

Jas, P  2013, ‘The role of interim managers in performance improvement: Evidence from English local authorities’, Public Money & Management, Vol. 33, No.1, pp. 15–22.

Inkson, K, Heising, A  and Rousseau, DM 2001, ‘The interim manager: Prototype of the 21st-century worker?’, Human Relations, Vol. 54, No. 3, pp. 259–284.

Appendix A