The companies and their staff use their best efforts to face the problems created by this environment with a high level of unemployment and a permanent discrepancy between the competences available in the labor market and those required by the companies.
Therefore, the companies must be more and more creative and they must find solutions to meet the business requirements and to solve the problems they encounter: budget reductions, fluctuations of the activity volume, talent attraction and retention.
Internships represent an ideal means by which the company has access to potential talents but at the same time the company must invest time and resources in trainings. In late years, thanks to some European projects implemented in Higher Education institutions, there are quite enough opportunities by which the company may have access to young people that want to attend an internship program and the advantage is that they are motivated by their wish of personal development when they sign up for such program. Young people with potential do not expect someone to come and push them from behind but they hoe their own row towards companies they want to work for.
Within APT we constantly have young people in internships; some of them become our colleagues while others are helped to find a career with our partners.
Outsourcing usually represents the need of „better and cheaper”. Budget reductions of late years have activated the externalization of certain activities performed by companies. If we take into account Human Resources services, the externalization is being practiced on a large scale for payroll services and staff management, recruiting, training and personal development programs, performance evaluation systems. This is nevertheless only one of the areas where outsourcing could be used. It could expand to virtually any type company and activity the only requirement being that it needs to be defined by specific transactions and deliverables. If at first we only have in mind the lower costs it implies due to the economy of scale, predictable costs, efficiency and lower ongoing investment, we later realize that it has also a strategic component because it allows the company to focus more on core activities, to access innovation and leadership and have the needed flexibility to adapt to an ever-changing business and commercial environment.
In a period when instability, the lack of visibility on long term is the signal word of economy, temporary work is a solution for quickly connecting the companies’ needs of employment and the individuals’ skills, for covering the fluctuation in activity volumes or for specific requirements for different projects.
According to „Adapting to Change” report published by Eurociett (European Confederation of Private Employment Agencies) the temporary work services create jobs that otherwise would not exist: three quarters of the organizations that use them do not take into consideration hiring permanent workers as an alternative for temporary work. In fact, employment private services reduce structural unemployment– creating more job opportunities for a larger number of persons – as well as frictional unemployment assuring a better and faster correspondence between jobs offer and request.
In late years, temporary work became one of the industries that have increased to the extent of 50% in crisis period, which proves without a doubt the capacity of this service to respond to the need of flexibility in the human resources dimensioning.
Usually, the largest number of temporary employees can be found in production, in big companies where seasonality is the one that generates new temporary jobs. The advantage is that in this period people train themselves, gain experience and their long-term employment degree increases.
The company is satisfied that it can cover its punctual need of business without creating commitments on long term but in the same time it has the possibility of keeping the same capacity of production by extending the contract with the temporary working agent.
