1 new employment – new e-quality: promoting industrial relations in the it sector part b new...

11

New employment – New E-quality: promoting New employment – New E-quality: promoting industrial relations in the IT sectorindustrial relations in the IT sector

PART BPART B

New trends in employment and the New trends in employment and the flexibility of work in the information flexibility of work in the information

technology sectortechnology sector

22

New trends in employement and the flexibility of work in the information New trends in employement and the flexibility of work in the information

technology sectortechnology sector

New economy is mostly based in the ICT New economy is mostly based in the ICT sectorsector

IT revolution is having a major impact on work IT revolution is having a major impact on work organization and job content. organization and job content.

The new, “knowledge economy” is leading to the The new, “knowledge economy” is leading to the growth of new, more flexible forms of working.growth of new, more flexible forms of working.

At the same time, the general trend in Europe is At the same time, the general trend in Europe is to promote “flexible employment” as a means of to promote “flexible employment” as a means of increasing the general level of employment.increasing the general level of employment.

The “normal” employment relationship is being The “normal” employment relationship is being threatened, and most of all in the IT sector threatened, and most of all in the IT sector

33

New trends in employement and the flexibility of New trends in employement and the flexibility of work in the information technology sectorwork in the information technology sector

IT sector leader of establishing new forms of work IT sector leader of establishing new forms of work organizationorganization

New organisational structures: process-based and market-New organisational structures: process-based and market-oriented companies, team working, decentralised oriented companies, team working, decentralised structuresstructures

New business strategies: performance improvement, New business strategies: performance improvement, outsourcing, strongest supplier-customer relations, quality outsourcing, strongest supplier-customer relations, quality managementmanagement

Increased investment in education and training for better Increased investment in education and training for better job skillsjob skills

New flexible and less hierarchical working methods: flexible New flexible and less hierarchical working methods: flexible working time, new working patterns, group work, multi-working time, new working patterns, group work, multi-skilling, greater use of part time or project based skilling, greater use of part time or project based employmentemployment

New performance measurement techniques New performance measurement techniques New wage and reward systemsNew wage and reward systems

44


Growth of work forms referred as Growth of work forms referred as “atypical”“atypical”

Part-time employmentPart-time employment Temporary work / Limited contractsTemporary work / Limited contracts Project based contractsProject based contracts Working for outsourcing Working for outsourcing Telework / distance working Telework / distance working (Pseudo) independent work / freelance (Pseudo) independent work / freelance

workwork

55


Flexibilisation on employment formsFlexibilisation on employment forms Managing flexibly the overall size of employment Managing flexibly the overall size of employment

in companies: need to increase / decrease in companies: need to increase / decrease personnel personnel

content of employment: temporary or seasonal content of employment: temporary or seasonal work, part-time workwork, part-time work

rental of workers: either belong to a second rental of workers: either belong to a second employer or work for a group / network of employer or work for a group / network of companiescompanies

outsourcing: working in another place / company outsourcing: working in another place / company Telework / distance working/ home workingTelework / distance working/ home working

66


Flexibilisation on wages / Flexibilisation on wages / remuneration remuneration

direct labour cost: personal vs. direct labour cost: personal vs. collective agreements, connecting collective agreements, connecting wage with the personal or collective wage with the personal or collective performance or the results of the performance or the results of the companycompany

indirect labour cost: reducing social indirect labour cost: reducing social security contributionssecurity contributions

77


Flexibilisation on working timeFlexibilisation on working time long working hourslong working hours irregular working hoursirregular working hours flexible and cyclical working hours flexible and cyclical working hours

within the week within the week settlement / calculation of working settlement / calculation of working

time in a broader time basis (6 time in a broader time basis (6 months, annual working hours)months, annual working hours)

shift work shift work

88


The experience of Greece The experience of Greece Greek labour market has been Greek labour market has been

regarded as “non-flexible”regarded as “non-flexible” Trade unions have a very opposite Trade unions have a very opposite

view. view. Greek governments from the ‘90s Greek governments from the ‘90s

introduced legislation in order to introduced legislation in order to facilitate flexible work schemes by facilitate flexible work schemes by companycompany

99


Main themes of the legislation introduced in GreeceMain themes of the legislation introduced in Greece promoting part – time employment (permanent or fixed)promoting part – time employment (permanent or fixed) promoting fixed – term employment contracts promoting fixed – term employment contracts settlement of working time in annual basis by collective settlement of working time in annual basis by collective

agreementsagreements promoting “local employment agreements” with low promoting “local employment agreements” with low

employment cost employment cost reducing the overtime work by making it very expensive reducing the overtime work by making it very expensive

and therefore companies to hire new workersand therefore companies to hire new workers relaxing or easing the legislative strings on massive firing relaxing or easing the legislative strings on massive firing regulating or controlling the existing “flexible patterns” regulating or controlling the existing “flexible patterns”

that are already exercised in practice in the real economy that are already exercised in practice in the real economy (for example hidden dependent employment which is (for example hidden dependent employment which is presented like independent contract) presented like independent contract)

1010


Working in the IT sector in GreeceWorking in the IT sector in Greece Still, the dominant form of employment is: full-Still, the dominant form of employment is: full-

time, 8hrs per day, 40 per week time, 8hrs per day, 40 per week Very small percentages of part-time work and Very small percentages of part-time work and

temporary worktemporary work In practice: In practice: Working according to the needs of the company Working according to the needs of the company Working long hours (10-12) per day / overtime Working long hours (10-12) per day / overtime

working working Working Saturdays and Sundays (including home Working Saturdays and Sundays (including home

working)working) Wages little above the collective agreementsWages little above the collective agreements Working in places of the clients / outsourcing Working in places of the clients / outsourcing

1111


The modern worker in the ICT sector (1)The modern worker in the ICT sector (1)(source UNI)(source UNI)

The “techie” tribe (ICT Staff): the heart of the information The “techie” tribe (ICT Staff): the heart of the information societysociety

They have different philosophy and way of workingThey have different philosophy and way of working Creative workers Creative workers Commitment to hard workCommitment to hard work Little concern for working relations, working hours and Little concern for working relations, working hours and

other regulations other regulations They want freedom from working rulesThey want freedom from working rules Self-reliance and individualism Self-reliance and individualism Do not participate in unions Do not participate in unions

1212


The modern worker in the ICT sector (2)The modern worker in the ICT sector (2)(source UNI)(source UNI)

Lack of securityLack of security Lack of fixed work placeLack of fixed work place Wanting more education and trainingWanting more education and training Strong sense of freedom of expressionStrong sense of freedom of expression Strong work ethic and self-disciplineStrong work ethic and self-discipline Strong sense of co-operation, but dislike Strong sense of co-operation, but dislike

hierarchies and structureshierarchies and structures Blurring of the dividing work and private life, in Blurring of the dividing work and private life, in

part due to communicationspart due to communications

1 new employment – new e-quality: promoting industrial relations in the it sector part b new...

Documents