"Hiring temporary staff is not like ordering screws" - Overcome the
crisis more quickly with a flexi
"Hiring temporary staff is not like ordering screws" - Overcome the crisis more quickly with a flexible workforce, says the Institute for Employment and Employability
(Thomson Reuters ONE) - London - July 21, 2009. Even in the current period of economicuncertainty and global financial crisis, temporary work plays a"very important role" in business success. With these words ProfessorJutta Rump, Director of the Institute for Employment andEmployability (IBE), contradicts the view that temporary work is onlyeffective in an economic upturn in an interview with the AdeccoInstitute.Rump regrets the fact that too few companies make use of thestate-backed measure of short-time working in combination with paidfurther training. She goes on to say that companies should beprevented from only making use of the opportunities on offer in orderto get their hands on state funds.Looking to the future, Rump warns against illusions, however: "Wemustn't fool ourselves. The longer the crisis lasts, the morefrequently companies will resort to redundancies. This is a constantand imminent threat hanging over our heads."Rump therefore strongly recommends that companies "ensure they have acommitted and qualified workforce" even in times of crisis and thatthey refrain from immediately resorting to redundancies. She addsthat it would also make sense to bring in strong candidates withspecialist skills "from outside" on a temporary basis to deploy inprojects where the core workforce may lack the relevant know-how andexpertise. Once the product is established, the core workforce canthen take over production and the qualified temporary staff can thenmove on to the next customer.These "mixed teams" consisting of the core workforce and temporarystaff make companies faster and more flexible and keep them balanced.Rump adds that this is true in boom phases as well as in periods ofcrisis.This type of forward-looking HR policy obviously relies on bothinternal and external staff having the necessary qualifications. Inorder to achieve this, a "strategic alliance" between employmentagencies and client firms is essential. Companies should thereforeactively involve temporary staffing agencies in their strategicplanning at an early stage and not only react when they are on thelookout for qualified employees.The reality is still a long way from this, however. On the one hand,client firms need to change their mindsets with regard to employmentagencies so that temporary staff are no longer "ordered in the sameway as screws via the purchasing department", but are recruitedinstead by the HR department. On the other, temporary employmentneeds to work on overhauling its image. "Flexibility" as a crucial attribute of temporary employment isrelevant for companies in any economic situation, whether they arefacing structural crises or operating in cyclical industries. In anupturn it concerns sourcing staff, while in a downturn, flexibletemporary employment helps keep companies alive, so proactive HRplanning is a top priority from a longer-term strategic perspective.From the point of view of employees, German employment law promotesflexibility and security, as temporary workers tend to haveopen-ended employment contracts and their assignments tend to beflexible - unlike neighboring European countries which follow the"hire and fire" principle.In relation to the current weak economic growth, Rump advisescompanies that are currently in a reasonable state of health to seizethe opportunity and "shop around in the job market". A recent surveyconducted by Rump's Ludwigshafen Institute revealed that thesecompanies would find "very good, highly-qualified andhighly-motivated people" who would probably not be readily availableduring a boom phase.Another trend revealed by the survey is that many companies arecurrently taking advantage of the crisis to emphasize the connectionbetween corporate management and the workforce. According to Rump, afeeling of identity is emerging, and the mercenary mentality isdisappearing.The survey of 350 German companies on the subject of "HR Policy intimes of Crisis" is published by the IBE at www.fh-lu.de/ibe.About the Adecco Institute:Established in 2006, the Adecco Institute is a think tank focusing onthe future of work. It aims to play a leading role in discussions onthe subject of work and employment. Through research, white papersand discussion forums, Adecco produces model proposals aimed athelping companies and economies increase productivity and employeesatisfaction. www.adeccoinstitute.comPress contact:Shepard Fox CommunicationsAxel SchafmeisterTel. +41 44 252 0708axel.schafmeister(at)shepard-fox.comhttp://hugin.info/138552/R/1329906/314142.pdfThis announcement was originally distributed by Hugin. The issuer is solely responsible for the content of this announcement.
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