Theory trefoil - a way the most efficient use of human capital. Staff Leasing originally arose because of inconsistencies availability of labor and the need for them, because of the needs of organizations in diverse specialists on different dates.
Dmitry Anatolyevich Ashirov, professor, doctor of economic sciences, rector of Moscow State University of Economics, Statistics and Informatics of public relations.
The reaction of business to tend to rise in price of the labor force was the emergence of new organizations that are identified as Charles Handy organization shamrocks. Shamrock - this method is the most effective use of human capital.
The first piece, by Handy, - these are the main staff of the new organization. All of them are professionals, technicians, skilled workers and managers are essential for the future of the organization, as they are the carriers of the knowledge that this organization is distinguished from all others. They have high earnings (in Russian - thousands of dollars a month), additional benefits. Most of these employees incentives based on involvement in the profits, ownership and management. Corporation assumes that such employees will work hard for 70 hours a week and completely give themselves to the work. Their goal - and career advancement through the ranks. Some professionals, they are extremely valuable, and they are well paid, although a significant portion of this payment (perhaps 40%) contingent on the performance of the group and (or) company. Permanent organization is small and in need of help here - the second sheet of trefoil.
The second piece - outside contractors. It consultants, contractors and other professionals hired from the outside to work on specific projects or for work that does not have the critical importance to the organization (ie, not forming part of the expertise possessed by key personnel), or to perform routine duties, who do not want to take on the professionals. Often these people are working on the basis of leasing staff. In this category are employees of other companies working on contracts professionals or technicians. Often it is the former permanent employees of the company, with which it now maintains contractual relationships. They are paid for performance, not by time spent to achieve these results, and the organization little control over their daily activities. Handy notes that managers are tempted to exploit these workers by paying them the minimum remuneration for the maximum amount of work, and recommends that companies do not allow it.
The third piece - time and part-time workers. This piece of shamrock on Handy, is a flexible part of the company's workforce - workers, who are invited to provide a constant, day and daily operation of the enterprise or the performance of peak workload. "Roughly speaking, - says Handy, - they form a labor market where employers go out of necessity, and then, if they wish, paying these people as little as possible." Some of the workers in this category want to break out of such rides as soon as possible and find a permanent job - either as full-time employees or full-time contract. Others simply want to earn some money. Some of them work for a few hours in several places, and so earn a living. Someone is using this opportunity as a kind of apprenticeship in preparation for a future permanent job.
Handy notes that most of the flexible workforce, apparently, never shows the same determination and (or) those ambitions that are inherent to busy professionals on a permanent basis, but, according to our guru, a lot depends on how they are treated, "If these people are treated as casual labor, they are responsible for this attitude negligence. If a flexible labor force must become a valuable part of the organization, the organization must be prepared to invest in these workers and provide them with training, even one that will allow them to gain the skills needed for employment in other companies. It should give these workers a certain status and well-known franchise (including paid leave and the right to receive sickness benefits). In this and only in this case, the organization will receive the assistance of temporary and part-time employees, which it needs, and the level that it needs. "
Staff Leasing
Connection of two ideas - the theory of shamrock with human capital theory (changed the outlook on the creation and reproduction of human resources, as well as their role in the process of production) - is practically realized in the form of leasing staff.
More than 1% of the total number of employed people in the U.S. and Western European countries are in the state employment agency, lizingodateley1. Every year the number of international companies specialized in the leasing personnel, increased 1.5 times, while their total turnover now exceeds $ 60 billion a year.
Inconsistency cash labor and the need for them
Staff Leasing originally arose because of inconsistencies availability of labor and the need for them, because of the needs of organizations in diverse specialists on different dates. To solve this problem it is necessary to develop a program of qualitative and quantitative changes in the parameters of labor resources of the enterprise. This program may involve staffing needs through additional training of the latter, the hiring of experts to a certain profile or through the leasing staff. But then the staff leasing has become increasingly used to reduce personnel costs in the framework of the trefoil.
By leasing relations in the field of personnel management resorting if necessary to attract highly qualified specialists. If the demand for them is of a permanent nature and the scope of their activities is within the accounting, audit, legal and other knowledge areas in which there are specialized companies that often resort to the help of experts.
Finally, a leasing scheme is used, if a company wants to minimize their tax losses in calculating the so-called payroll and simplify relations with outside specialists. For example, many companies can not use the classical forms of employment and employee motivation because face three major challenges: the company's policy to suspend the development of new priorities, the high turnover of highly qualified personnel due to changes in the compensation policy of the company, staff reductions and budget expenditure on staff head offices, while maintaining the need for labor related professionals. In such a situation there is a need to involve specialists temporarily on other conditions of employment.
There are two types of services in the field of personnel leasing - Providing temporary use of individual professionals and the formation of the state of the organization.
By analogy with physical capital, the first type of lease can be compared to operating leases as operating leases employees tend to be short-lived. Under the second type of lease is often a translation of leased employees in its own staff of the organization.
Overseas rental specialists covering almost all categories of staff. In Russia, the most common leasing office personnel and sales department, technicians and workers.
Formation of the leasing staff
Consider forming circuit leasing staff recruitment agency, lessor.
Step 1. The lessor selects specialists as required by the lessee. Domestic employment agencies operate mainly under the order for leasing specialists, while foreign employment agencies provide staff leasing staff in accordance with the needs of the market, regardless of whether a particular order at the moment. Since leasing professionals may have access to confidential information in the future are leased to various organizations, they are selected with the help of special methods involving detailed checking. Abroad with the recruitment agencies have special security services, which conduct such checks. For candidates are very important acceptability of such unusual form of employment and job satisfaction on the basis of leasing a personal career plan.
Step 2. After matching candidates with the lessee (or the lessee if the state is formed in the future), experts accepted the lessor and the staff are permanent, full-fledged members of the employment agency. Agency introduces new employees to the employment contract and the code of ethics of leasing specialist.
Step 3. Experts provided the lessee to perform specified functions within the agreed period.
The following is a diagram of the interaction of the lessor and the lessee to meet temporary staffing needs by leasing relationship.
Step 1. The definition of the problem situation and the particular needs of the lessee in the labor force (qualification of specialists, their composition and terms of use).
Step 2. Selection of a specific embodiment of the lessee leasing scheme. Being coordinated by the agreement defining the terms of the lease, the salary of specialists, as well as agency commission (20-30% of the salary of a specialist). One of the most important points of the lease agreement are the volume of work and evaluation criteria that are within the prescribed period shall perform expert. Recruitment agency guarantees the lessee quality of work, as well as non-proliferation of any business information obtained in the course of professional work in the organization.
Step 3. Recruitment for the lease, if this is necessary. (When the staff is available from the already formed leasing staff recruitment agency, this is not necessary.) In rare cases of formal reductions already existing staff transferred from the state to the state of the lessee lessor, the lessor and then returns the same professionals on contracts of lease.
Step 4. Documenting the lessor tripartite leasing relations with the lessee and specialists.
Step 5. Monitoring by the recruitment agency for the amount of work performed by a specialist. The agency ensures that the lessee only specialist performing a job that matches their qualifications, and in the amounts specified leasing contract. Labor disputes and conflicts that arise between the lessee and the hired employee decides recruitment agency.
Staff Leasing in Russia
Overseas recruitment agencies are not limited to a set of ready professionals in the leasing staff and nurture their own leasing potential. Such agencies are selected talented young people are investing in it means in order to eventually deliver highly professional rental companies that need them.
Development of personnel leasing in Russia slowed due to imperfections in the legislative framework, the opacity of the vast majority of companies, as well as the volatility of demand for highly skilled professionals provided they are temporary attraction. Russian labor legislation does not provide leasing relations in the sphere of labor recruitment. Thus, the problems are resolving issues an occupational injury leasing specialists in the performance of official duties, as well as their use of inventory items.
But despite all the difficulties, in the leasing of personnel in Russia a good future as it will allow many companies to carefully address the issue of the optimum use of staff in the organization.
The advantages and disadvantages of leasing staff
Leasing has certain advantages.
1. Reducing administrative costs and time on HR administration, accounting, reporting, etc.
2. Set the right personnel in the short term in any amount.
3. Reducing the costs of compensation packages not provided for temporary employees, or minimum.
4. Ability to change the employee an unlimited number of times.
5. Liked the opportunity to hire a permanent employee in the state.
6. No loss and downtime in the event of illness of key staff.
7. Reducing costs for temporary attraction of highly qualified specialists.
8. Other advantages depending upon the particular form Lease circuit.
Employee Leasing also offers certain advantages: a stable position for the leasing of employees (continuous-time, paid vacations, sick leave, recreational activities, etc.), and the constant load - the salary of temporary workers in Russia is 200-300 dollars a month (on average the same time employees, working three weeks a month, get 300-600 dollars); opportunities for students, the ability to find a job (according to statistics 10% get an offer of a permanent job).
The disadvantages of leasing include the following properties:
1. The high cost compared to the regular staff. Service Fee Recruitment is usually 12-18% of the wage bill and the unified social tax. In addition, the full amount of the VAT.
2. Possible lack of loyalty of employees to the company.
References
For preparation of this work were used materials from the site http://www.elitarium.ru/
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