No other form of employment has gained in importance in such a short period. Since 1990, temporary employment has grown enormously and has gained a larger value than before (Luo, Mann, Holden, 2010). In many companies, temporary work has become an alternative form of employment to cover additional work or personnel shortfalls. Due to this, the social image of temporary employment has increased slightly. Nowadays, companies use temporary employees as an alternative to reduce their cost and remain profitable and competitive in the market (Eisenberg, 1999). This means that many companies use temporary employees to supplement their personnel needs and as a strategy to reduce their personnel cost. Depending on the situation, temporary employment agreements can be both beneficial and harmful to companies (Kirk, Belovics, 2008).
On the other hand, temporary work has struggled against quite a negative image. Headlines, such as modern slavery, have been consolidated in connection with temporary work. This assumption highlights that temporary employment is used by companies to reduce labour costs and shift employment risks away from companies to- wards the employees. Therefore, it could be argued why temporary employees offer their manpower at the lowest possible wages without job security or career prospects.
A fundamental question that arises here is how temporary employment can be integrated into existing labour and social structures of the company in the event of durable and intensive use and what measures should be considered by companies.
According to this, the purpose of this paper is to analyse whether temporary work is a viable alternative to traditional employment. In particular, the advantages of temporary work will be discussed in association with the risks. Looking at the processes of recruitment and the integration of additional decision-making structures, such as the works council, makes it clear that the use of temporary employment requires particular requirements within the internal communication.
Table of Contents
A. INTRODUCTION
1. PROBLEM AREA
2. THE AIM OF THIS PAPER
3. THE STRUCTURE OF THIS PAPER
B. THEORETICAL PART
1. RELEVANT TERMS
1.1 Definition
1.2 From the atypical to precarious gainful employment
1.3 Function of the temporary employment
C. DEVELOPMENT OF THE TEMPORARY EMPLOYMENT IN GERMANY
D. ASSOCIATED ADVANTAGES AND DISADVANTAGES
1. ADVANTAGES
2. DISADVANTAGES
E. CONCLUSION
F. REFERENCE LIST
Objectives and Topics
This paper examines temporary employment as a flexible human resource strategy, analyzing its integration into company structures and its viability as an alternative to traditional employment models. It seeks to balance the economic advantages of temporary work for employers against the inherent risks and social implications for the workforce.
- The role of temporary employment as a cost-reduction and flexibility strategy.
- Legal framework and historical development of temporary work in Germany.
- Economic advantages regarding direct and indirect labor costs.
- Challenges related to organizational integration and employee motivation.
- Social and structural impacts of temporary work on the labor market.
Excerpt from the Book
1. PROBLEM AREA
No other form of employment has gained in importance in such a short period. Since 1990, temporary employment has grown enormously and has gained a larger value than before (Luo, Mann, Holden, 2010). In many companies, temporary work has become an alternative form of employment to cover additional work or personnel shortfalls. Due to this, the social image of temporary employment has increased slightly. Nowadays, companies use temporary employees as an alternative to reduce their cost and remain profitable and competitive in the market (Eisenberg, 1999). This means that many companies use temporary employees to supplement their personnel needs and as a strategy to reduce their personnel cost. Depending on the situation, temporary employment agreements can be both beneficial and harmful to companies (Kirk, Belovics, 2008).
On the other hand, temporary work has struggled against quite a negative image. Headlines, such as modern slavery, have been consolidated in connection with temporary work. This assumption highlights that temporary employment is used by companies to reduce labour costs and shift employment risks away from companies towards the employees. Therefore, it could be argued why temporary employees offer their manpower at the lowest possible wages without job security or career prospects.
Summary of Chapters
A. INTRODUCTION: This chapter outlines the growing importance of temporary employment as a strategic tool for companies and defines the paper's research aim regarding its integration into corporate structures.
B. THEORETICAL PART: This section establishes fundamental definitions and concepts, explaining the triangular relationship between the hiring company, the temporary agency, and the temporary employee.
C. DEVELOPMENT OF THE TEMPORARY EMPLOYMENT IN GERMANY: This chapter details the historical and judicial evolution of temporary work regulations in Germany, including significant reforms and collective agreements.
D. ASSOCIATED ADVANTAGES AND DISADVANTAGES: This section evaluates the pros and cons of temporary staffing, focusing on cost efficiency for companies versus integration and qualification challenges.
E. CONCLUSION: The final chapter synthesizes the research findings, highlighting the role of temporary work as a buffer in the labor market and identifying future risk factors.
Keywords
Temporary employment, personnel leasing, labor market, human resources, flexible employment, cost reduction, atypical employment, Germany, labor law, AÜG, workforce management, industrial relations, employment risks, recruitment, operational flexibility.
Frequently Asked Questions
What is the core subject of this paper?
The paper focuses on the economic and social implications of temporary employment, exploring how companies utilize it as a flexible human resource strategy.
What are the central thematic areas covered?
Key topics include the legal foundations in Germany, the triangular employment relationship, financial cost advantages, and the organizational challenges of integrating temporary workers.
What is the primary objective of this research?
The aim is to analyze whether temporary work serves as a viable alternative to traditional employment and how it can be integrated into existing corporate labor structures.
Which scientific method is utilized?
The paper employs a qualitative analysis of literature, legal frameworks (specifically the AÜG), and secondary data regarding employment trends and organizational studies.
What is discussed in the main body?
The main body covers theoretical definitions, the evolution of German labor regulations, a cost-benefit analysis of direct and indirect labor expenses, and the risks associated with employee qualification and integration.
Which keywords characterize the work?
The work is characterized by terms such as temporary employment, personnel leasing, flexible labor, cost reduction, AÜG, and organizational integration.
How is the triangular relationship in temporary work defined?
It describes the interaction between the hiring company (borrower), the temporary employment agency (lender), and the temporary employee, where legal and functional responsibilities are split.
What specific economic advantages does the author highlight?
The author differentiates between direct cost savings (hourly wages, tax-related costs) and indirect cost savings (recruitment, administration, and training costs).
What are the identified organizational integration risks?
The primary risks cited are organizational workflow disruptions and social integration issues, such as the lack of acceptance by permanent staff and limited identification of temporary workers with the company.
How did legal reforms influence the sector in Germany?
Legal reforms, such as the deregulation of the prohibition of synchronization and the introduction of equal payment regulations, have led to an expansion and professionalization of the commercial temporary employment sector.
- Arbeit zitieren
- Tanju Colak (Autor:in), 2015, Temporary employment for the flexible use of human resources, München, GRIN Verlag, https://www.grin.com/document/317602
