Community and National Provisions for Temporary Work Agencies. Trends in the Evolution of Temporary Work Agencies and Temporary Workers

The temporary work agent is an important player in the EU labor market from the perspective of labor flexibility. The evolution of the national legal framework on the regulation of the establishment and operation of the temporary work agent in accordance with the European provisions - Directive 2008/104 / EC - is an important issue to consider in this article because the national legal frameworks had to be adapted after 2008 in accordance with the Community law, in order to ensure the protection of temporary workers. Last but not least, the trends on the European labor market are also interesting from the point of view of the employment degree based on the services of temporary work agents. This paper aims to analyze the evolution of the Romanian legal provisions regarding temporary work agencies since the entry into force of the 2003 Labor Code to present day, emphasizing on the debate regarding the licensing, registration and the withdrawal of license procedure for a temporary work agent in our country. At the end of the article, we will present the number of temporary work agencies licensed in Romania, but also the percentage of employees recruited through temporary work agents in EU countries during the period 2011-2020, in order to highlight the degree of use of this type of workforce.

Labor flexibility integration in workload control in Industry 4.0 era

The paradigm shift toward Industry 4.0 is facilitating human capability, and at the center of the research are the workers—Operator 4.0—and their knowledge. For example, new advances in augmented reality and human–machine interfaces have facilitated the transfer of knowledge, creating an increasing need for labor flexibility. Such flexibility represents a managerial tool for achieving volume and mix flexibility and a strategic means of facing the uncertainty of markets and growing global competition. To cope with these phenomena, which are even more challenging in high-variety, low-volume contexts, production planning and control help companies set reliable due dates and shorten lead times. However, integrating labor flexibility into the most consolidated production planning and control mechanism for a high-variety, low-volume context—workload control—has been quite overlooked, even though the benefits have been largely demonstrated. This paper presents a mathematical model of workload control that integrates labor flexibility into the order review and release phase and simulates the impact on performance. The main results show that worker transfers occur when they are most needed and are minimized compared to when labor flexibility is at a lower level of control—shop-floor level—thus reducing lead time.

SPAIN AS AN ATTRACTIVE PLACE FOR FOREIGN INVESTMENT

The aim of this paper is to examine the Spanish economy, identify key areas for investment and assess the risks and opportunities associated with this. The article examines all aspects related to determining the degree of investment attractiveness of Spain, as well as the current state of the Spanish investment environment and the latest trends in the Spanish investment sector. Other objectives of this study include examining the Spanish economy, identifying key areas for investment and current trends in potential investment. An analysis of the threats and opportunities associated with investing in Spain was also conducted. Various resources have been used to provide reliable, up-to-date, in-depth, detailed and comprehensive analysis. First, the world’s leading databases, such as the World Bank, the International Monetary Fund, UNCTAD, and so on. Second, data from Spanish government and financial institutions were taken into account. In order to study the problem from different angles, the media, scientific papers and journals were also involved in gathering the necessary information. The analysis allowed us to identify the most significant advantages of the Spanish economy as an object of investment, in particular: – highly developed service sectors, such as financial and insurance services, telecommunications, D&R, etc., which are constantly fueled by FDI inflows; – strategic location and opportunity to enter the EU market; – successful internal structural reforms have been implemented, which have led to increased labor flexibility; – favorable conditions for immigration (including labor immigration); – leading positions in terms of solvency and trust; – economic openness of the country and its participation in a large number of international trade agreements; – measures taken to weaken business and investment regulation; – non-interference of the state in business, fair competition and not perverted trade; – excellent infrastructure that stimulates economic growth; – one of the most innovative and efficient tax agencies – AEAT; – absence of other significant socio-economic, legal and criminal risks that hinder investment. Although Spain faces high unemployment, the current economic crisis caused by the Crown virus, and huge public debt, most of them can be turned into the benefits of foreign investment projects. Similarly, to overcome the economic crisis, the country needs an influx of money from outside, so now the conditions for foreign investors are even more favorable

Working conditions and labor flexibility in non-family farms: weather-based labor management by Japanese paddy rice corporations

Improving working conditions in agriculture is of great concern throughout the world. Just as in other industries, many young farm workers prefer to work as salaried employees, which has brought attention to non-family farms as providers of employment opportunities. However, in the presence of a strong need to flexibly respond to weather, there is still difficulty regarding whether workplaces without overworking can exist. This study is based on in-depth surveys of non-family rice farms in Fukui Prefecture, Japan. Our findings suggest that even in non-family farms, holiday-setting is done flexibly to account for weather, and systems that allow for harvesting at appropriate times are in place. During the busy farming period, in joint-stock farms, where multiple farmers invest together, full-time employees work overtime. In contrast, in community farms, many community residents take turns for working, which allows work to be done on time. A closer analysis of work records shows that, in either organizational structure, specific members need to overwork. Reasons behind this include issues with sunk costs in the form of monthly wages, lack of skills among part-time employees, and the communication costs of coordinating with many part-time employees.

A Study on Adept Soft Skill & Knowledge Accompanying Hospitality Employee Retention Behavior During Covid-19 Lockdown Phase

This article converses the acceptability, challenges, and cue forward on hotel employees' through academic research on digital literacy. The researcher intends to study the correlation between personalized training customized by organizations and self –learning digital transformation which has shown its prominence during the unprecedented lockdown phase. The article also tries to emphasize labor flexibility and participation in decision making through various communication channels working in a conducive environment. The bibliographical review studies depict hospitality education, employment, and manpower development as some of the concerns being faced in the digital generation. The results of studies conducted show employee's digital competence as a catalyst to their productivity. They have reinforced and expanded the horizon of the employees to run with the advancement. Paul Gilster (1977) in his book has represented digital technologies as an "essential life skill." The conclusions are that there is an increase in understanding, using, and creating information sources using digital technologies in the tourism sector. The new-gen hoteliers are themselves keeping abreast with the latest innovation in procedures and practices to offer the service or product through the digital presence and retain the customers. Through this paper, the researcher would like to relate e-HR developmental approaches, customer relations management, and retention modeling as a tool for sustainable workforce investment. Key words: Hospitality; Digital; Literacy; Retention; Crisis; Knowledge.