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Author: Anna Gądek
Year of publication: 2007
Source: Show
Pages: 79-102
DOI Address: http://dx.doi.org/10.15804/ksm200706
PDF: ksm/11/ksm200706.pdf

Entrepreneurs, in order to assure development and retain their position on a highly competitive market, are forced to continuous searching for and implementing new solutions on the organisational, structural or technological levels. The adopted management method and human resources policy in a company, as well as using non-standard or flexible forms of employment, which can be nowadays considered as one of the key factors in decreasing the labour costs and adjusting the amounts of paid work to current needs, are not without influence on the financial results. It is clearly visible that full-time employees are the least profitable for employers due to high personal costs consisting in not only the paid remuneration, but also half of the insurance premiums from these amounts, premiums for earmarked funds, premiums for insurance from accidents and additional costs. New forms of employment in the literature on the subject are described as atypical, alternative, non-standard or flexible forms. The point of reference is always the code model, according to which the employees should perform their work subordinated, managed by the employer and for the employer, on the average for 40 hours in a 5-day working week, in a place and time indicated by the employer. An approach may be distinguished in the literature saying that every deviation from one of the model’s elements, e.g. time of work or place of performing it, will lead to atypical form of employment in its wide sense. The narrowed down meaning of new forms of employment is understood differently, and is connected withthe statement that some forms of employment have been practiced for some time and acknowledged as relatively frequent, and, therefore, should not be considered new, as they have established their position in practice and no longer bear the mark of a “novelty.” It is first of all connected withperforming work in other work time systems than the basic one or other than the full-time work model. Decisions on if and which of the non-standard forms of employment are to be implemented are made by the employer, who, in most cases, is an entrepreneur interested in reducing employment costs while assuring a high level of performance and quality of the work. In this respect, the employer may use the following possibilities: • to confide the work to be done at home – tele-work, home-based work,

  • labour leasing, i.e. employing part-time employees,
  • work-sharing,
  • job-sharing,
  • cooperation on the basis of civil-law contracts,
  • managerial contract,
  • cooperation withthe self-employed,
  • employing the unemployed on the basis of internship contracts,
  • outsourcing.

Additional possibilities that can translate to measurable financial benefits are connected withthe work time systems, i.e. flexible employment. Specifically, they involve:

  • shortened working week,
  • weekend work system,
  • intermittent work system.

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