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Journal articles on the topic 'Outsourcing of labor'
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1
Stoeckle, Anabel. "Outsourcing labor." Österreichische Zeitschrift für Soziologie 43, no. 1 (March 2018): 85–97. http://dx.doi.org/10.1007/s11614-018-0289-7.
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Rossini, Gianpaolo. "Outsourcing with labor management." Economic Systems 29, no. 4 (December 2005): 455–66. http://dx.doi.org/10.1016/j.ecosys.2005.05.004.
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Picard, Pierre M., and David E. Wildasin. "Outsourcing, labor market pooling, and labor contracts." Journal of Urban Economics 70, no. 1 (July 2011): 47–60. http://dx.doi.org/10.1016/j.jue.2011.01.002.
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Holmes, Thomas J., and Julia Thornton Snider. "A Theory of Outsourcing and Wage Decline." American Economic Journal: Microeconomics 3, no. 2 (May 1, 2011): 38–59. http://dx.doi.org/10.1257/mic.3.2.38.
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This paper develops a theory of outsourcing in which the circumstances under which factors of production can grab rents play the leading role. One factor has monopoly power (call this labor) while a second factor does not (call this capital). There are two kinds of production tasks: labor-intensive and capital-intensive. We show that if frictions limiting outsourcing are not too large, in equilibrium labor-intensive tasks are separated from capital-intensive tasks into distinct firms. When a capital-intensive country is opened to free trade, outsourcing increases and labor rents decline. A decrease in outsourcing frictions lowers labor rents. (JEL J31, L22, L24)
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Zulkarnaen, Rd Danny, and Hady Efendy. "Outsourcing in Positive Law and Practice in Indonesia." Case Studies in Business and Management 4, no. 2 (October 11, 2017): 70. http://dx.doi.org/10.5296/csbm.v4i2.11867.
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Outsourcing is a matter worded in the Labor Act and the latest issue in relation to Indonesia labor. It is ruled in terms of easing employers to manage the company in providing the labor service. The implementation is regulated strictly in Article 64-66 of the Act Number 13, 2003 regarding the labor. However, in the implementation level the violation is unavoidable causing the trouble. It happens as the outsourcing is defect both the legislation and implementation. Arrangement concerning of outsourcing in Law Number 13 Year 2003 concerning labor, at one side have opened opportunity of new companies appearance which active in service, and on the other side, have enabled companies which have stood to do efficiency through exploiting of service company of outsourcing to product selected service or products which do not in direct correlation to especial business of company. There is no definitive measure him to determine especial as profession and not especial become the reason of justification for entrepreneur to execute outsourcing business regulation the clearness in execution of harmless outsourcing in job relation.
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Passos, Rachel Gouveia, and Cláudia Mazzei Nogueira. "Outsourcing and the sociosexual and racial division of labor." Revista Katálysis 21, no. 3 (December 2018): 484–503. http://dx.doi.org/10.1590/1982-02592018v21n3p484.
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Abstract This work seeks to analyze outsourcing with an emphasis on the socio-sexual and racial division of labor. We understand that there is differentiation about the outsourcing biases in the case of black women since Brazilian social formation is based on racism, patriarchy, and colonialism. Therefore, the article is presented in three parts: first, we bring elements that define what outsourcing is; then we approach this phenomenon in the public sector, and finally, we deal with the topic of outsourcing and its effects from the sociosexual and racial division of labor.
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KOVTUNENKO, Kseniia, Oleksandr KOVALENKO, and Olena STANISLAVYK. "Features of providing the efficiency of social and labor relations of university personnel by its outsourcing." Economics. Finances. Law, no. 11 (November 21, 2019): 25–29. http://dx.doi.org/10.37634/efp.2019.11.5.
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Introduction. Under conditions of today the labor management system in the institution of higher education is tasked with finding new more effective forms of labor, how to increase the motivation of workers, material and moral interest of employees in work, reduce or even eliminate potential conflicts, how to ensure consistency in management personnel activities and performers, etc. Purpose. The purpose of the article is to investigate the features of ensuring efficiency of social and labor relations of university personnel during its outsourcing. Results. The features of ensuring the effectiveness of social and labor relations of the higher education institution personnel during its outsourcing are considered. The main problems that affect the effectiveness of social and labor relations during outsourcing the personnel of higher education institution are highlighted. The basic criteria and corresponding indicators of social and labor relations optimization and labor processes during outsourcing of the personnel of higher education institution are characterized: economic, social, psychophysiological, technical. It is noted that the results of this study may be useful to specialists dealing with the problems of increasing the efficiency of outsourcing and its use in higher education institutions under modern conditions. Conclusion. The effectiveness of social and labor relations during outsourcing the higher education institution personnel is defined as the aggregate usefulness and benefit of its implementation in relation to the additional costs of its implementation, as well as when comparing with the previous result of the activity. By its essence optimization of labor processes comes down to achieving complex of economic, social, psychophysiological and technical goals, about achievement level of which necessary to draw a conclusion on the basis of certain criteria. The concrete expression of these criteria through a system of empirical indicators needs further elaboration, so there is a need to develop the method for evaluating effectiveness of social and labor relations when outsourcing the higher education institution personnel.
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Hsu, Kuang-Chung. "Does Outsourcing Always Benefit Skilled Labor?" Review of International Economics 19, no. 3 (July 20, 2011): 539–54. http://dx.doi.org/10.1111/j.1467-9396.2011.00964.x.
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Abdurohman, Dede. "BISNIS JASA PENYALUR TENAGA KERJA PERSPEKTIF HUKUM EKONOMI SYARIAH." JURISDICTIE 9, no. 2 (January 10, 2019): 202. http://dx.doi.org/10.18860/j.v9i2.5552.
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<p>Working is an attached part of life series. In Indonesia, some people try to be employed through labor distributor services, known as outsourcing. Indonesian law confirms that Outsourcing activities are protected by the act No. 13 of 2003 concerning Manpower, Decree of the Minister of Manpower and Transmigration of the Republic of Indonesia Number: KEP.101/MEN/VI/2004 concerning Procedures for Licensing of Workers/Labor Service Providers. However, workers joining Outsourcing agent considered themselves unprosperous. They then choose demonstration as a way to express their aspiration. The phenomenon of demonstration of labor in Indonesia usually can be seen every year in May. The issue is usually about the minimum wage which is according to them under the welfare standard and another is about outsourcing abolishment. In this article, the author will focus on Outsourcing agent, its system in Indonesia according to Islamic Economic Law’s perspective? The author thinks it is important to discuss since the labors do the demonstration every year for the same demands. Based descriptif kwalitatif analysis in Islamic business law, the outsourcing company is halal. Goverment can up the minimum wage consider the maslahah.</p><p>Bekerja merupakan bagian tak terpisah dari rangkaian kehidupan. Di Indonesia, beberapa orang memilih mencari pekerjaan melalui agen penyalur tenaga kerja atau yang disebut outsourcing. Hukum di Indonesia menegaskan bahwa kegiatan outsourcing dilindungi oleh Undang-Undang No. 13 Tahun 2003 tentang Ketenagakerjaan, Keputusan Menteri Tenaga Kerja dan Transmigrasi Republik Indonesia No.: KEP.101/MEN/VI/2004 tentang Tata Cara Perijinan Perusahaan Penyedia Jasa Pekerja/Buruh. Namun, buruh yang terjaring dalam lembaga outsourcing menganggap diri mereka belum sejahtera. Karenanya, mereka memilih demonstrasi untuk mengungkapkan aspirasinya. Fenomena demonstrasi para pekerja di Indonesia dapat disaksikan setiap tahunnya pada bulan Mei. Tuntutan mereka biasanya seputar upah minimum yang menurut mereka di bawah standar kesejahteraan dan penghapusan sistem outsourcing. Dalam artikel ini, penulis fokus pada lembaga outsourcing dan sistemnya di Indonesia menurut perspektif Hukum Ekonomi Syariah. Berdasarkan analisis deskriptif kwalitatif, maka perusahaan outsourcing sah secara hukum dan halal menurut hukum ekonomi syariah. Pemerintah dapat menaikkan upah minimum dengan memperhatikan kemaslahatan.</p>
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Stefanova, Boyka M. "The Political Economy of Outsourcing in the European Union and the East-European Enlargement." Business and Politics 8, no. 2 (August 2006): 1–43. http://dx.doi.org/10.2202/1469-3569.1158.
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This paper explores the East-West dichotomy of outsourcing in the European Union in the context of its 2004 eastward enlargement. The purpose of the study is to shed light on the connection between outsourcing and the causal logic of regional integration. The conventional view is that the transfer of business operations from Western Europe to low-cost locations to the east represents a process of outsourcing West-European jobs which deprives the EU core of growth opportunities to the exclusive benefit of the new members from Eastern Europe. This analysis posits the systemic functions of EU outsourcing as a mechanism of economic homogenization in the regional market along its three principal dimensions: investment, commodity trade, and labor mobility. At the macro-level, outsourcing complements capital movements and trade, and acts as a substitute for labor mobility. Keeping labor mobility “down” is the main value added of EU outsourcing. Empirically, its relevance to the regional market is established in an input-output framework of relationships with indicators of economic convergence (homogenization effects) and labor mobility (substitution effects) in the EU. Positive correlations with indices of business synchronization and weak negative correlations with measures of labor supply and wages suggest that outsourcing fits well both with strategies fostering market integration and those counterbalancing the politically sensitive labor mobility in the EU. There is no significant evidence to suggest that, at the aggregate level, outsourcing has independent substitution effects with regard to unemployment rates and wages in Western Europe. The geographic expansion of EU integration, therefore, is not a proxy for losses of social welfare in the West. The paper concludes that as the cost efficiency and resource allocation functions of outsourcing facilitate the homogenizing dynamics of regional integration, it is likely to become increasingly subsumed under EU-level regulation and monitoring in a trade-off between the regional interest and domestic sectoral concerns.
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Cai, Liangmei, and Linping Wang. "Analysis on outsourcing service behavior of rice pest and disease control based on Heckman selection model—A case study of ten counties in Fujian Province." PLOS ONE 16, no. 7 (July 20, 2021): e0254819. http://dx.doi.org/10.1371/journal.pone.0254819.
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Under the background of relatively slow agricultural labor transfer and land circulation, agricultural production outsourcing has become the main means of agricultural modernization. In order to provide a beneficial perspective for appropriately expanding the scale of rice control outsourcing services, we investigated the situation of rice control outsourcing in ten counties of Fujian Province, and analyzed the factors influencing rice farmers’ decision-making and control degree by using Heckman model. First of all, the main factors affecting farmers’ participation in outsourcing are agricultural labor force, whether family members are cooperative members, planting area, proportion of grain income, degree of organization of outsourcing team, region and so on. Secondly, agricultural labor force, cooperative members, planting area, part-time behavior, mechanical efficiency of prevention and control organization, and region are the main factors affecting the scale of control outsourcing. Thirdly, from a regional perspective, the rice farmers in northern and Western Fujian are more dependent on outsourcing services consumption compared with the rice farmers in Southern Fujian. These results have a clear impact on policymakers, indicating that policy and measures should encourage the prevention and control of the nature of cooperation, and improve the advanced nature of outsourcing facilities of plant protection equipment, thereby effectively improving the professional level of rice pest and disease control.
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Horgos, Daniel. "International Outsourcing and Wage Rigidity." Global Economy Journal 12, no. 2 (April 25, 2012): 1850260. http://dx.doi.org/10.1515/1524-5861.1844.
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In industrialized economies, International Outsourcing is often blamed for destroying jobs and thus, inducing unemployment. Since most contributions examining International Outsourcing assume flexible wages, they do not address these concerns directly. This paper adopts a rigid wage approach and investigates the differences occurring. As theoretical results and the empirical panel data estimations for Germany show, effects depend on industry aggregation, the industry's skill intensity, and the labor market institution. Only in industries characterized by wage rigidity, outsourcing significantly increases low skilled unemployment. Consequently, not International Outsourcing but inflexible labor market institutions instead should be blamed for destroying low skill jobs.
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Zhang, Qiangqiang, Beibei Yan, and Xuexi Huo. "What Are the Effects of Participation in Production Outsourcing? Evidence from Chinese Apple Farmers." Sustainability 10, no. 12 (November 30, 2018): 4525. http://dx.doi.org/10.3390/su10124525.
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Outsourcing, as a productive service, has been widely adopted in industrial production and international trade but less applied in agricultural management. With the advancement of agricultural labor division and specialization, outsourcing is becoming one of the most sustained trends in concurrent business. This study used a multiple linear regression and a propensity score matching model to quantify the different effects of participation in production outsourcing on farmers’ apple production efficiency and apple income based on field survey data from 960 apple farmers in the Shandong, Shaanxi, and Gansu Provinces. The results showed that, on average, the outsourcing of apple production increased farmers’ apple production technology efficiency by 5.60%, their labor productivity by 2121.48 kg/person, land productivity by 334.50 kg/mu, capital productivity by 0.05 kg/Yuan, and apple sales revenue by 13,300 Yuan. However, farmers’ net income from apples decreased by an average of 5000 Yuan. The outsourcing of apple production, which is labor-intensive, is constrained by the increase in labor costs, which, in turn, affect the transformation of the apple industry into a service-scale operation driven by the economy of division.
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Schieberl, Jeffrey, and Marshall Nickles. "Outsourcing U.S. Jobs Abroad: Why?" International Business & Economics Research Journal (IBER) 13, no. 2 (February 27, 2014): 253. http://dx.doi.org/10.19030/iber.v13i2.8439.
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Although the United States is the worlds biggest proponent of capitalism and free trade, the time has come to address what global economic pressures have done to Americas labor force. From the Second World War to approximately the late 1990s, the U.S. labor market was robust and full employment without inflation appeared to be feasible. However, the rapid spread of global technology provided the means by which all resources, including labor, could be transferred or utilized around the world with ease. From the 1980s forward, the American government began to favor deregulation, less government regulation on business, as well as more favorable business taxes. From 2000 to the present, the U.S. government encouraged the exporting of American jobs to other countries that provided less expensive labor as well as other favorable political and economic incentives. This was done by passing favorable domestic tax legislation for those firms that wished to outsource production. This paper addresses the dilemma that the U.S. economy now faces with high unemployment and its contribution to slow economic growth. Some of the economic, legal, and political factors that have encouraged the outsourcing of jobs are also addressed. A brief review of some of the suggested ways to help reverse U.S. job losses due to outsourcing is also explored.
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Mashari, Mashari. "THE MODEL OF OUTSOURCING WORK RELATIONSHIP IN GLOBALIZATION ERA OF LABOR MARKET BASED ON PANCASILA." UNTAG Law Review 2, no. 1 (May 30, 2018): 101. http://dx.doi.org/10.36356/ulrev.v2i1.725.
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<span class="fontstyle0">The outsourcing relationship model in the globalization of the labor market based on Pancasila is still reaping controversy among workers and employers. The issue of outsourcing employment relationships in the globalization era of the labor market is a common need among workers, employers and governments. In the implementation of this outsourced employment relationships lead to inconsistency in the element of the employment relationship itself, because workers get orders from employers, whereas employment agreements are made between workers and the Worker Service Company. This inconsistency leads to industrial disputes between outsourced workers and employers. The concept of outsourcing work relations in the era of labor market globalization is a product of liberalism adopted by the Indonesian people when entrepreneurs feel overwhelmed by high labor costs and obliges to provide severance pay, rewards of employment and compensation as regulated in Law Number 13 2003. The implementation of work relations between workers, employers and the government must be in accordance with the souls contained in the precepts of Pancasila, meaning that all forms of behavior of all subjects involved in the process must be based on the noble values of Pancasila as a whole. Outsourcing employment relationship model in the era of labor market globalization based on Pancasila has not run as expected, there are still many problems in the unfinished work of outsourcing industry. The outsourcing work relationship based on Pancasila should make employers and workers no longer across but have the same goal to achieve profit.</span>
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Hsieh, Chang-Tai, and Keong T. Woo. "The Impact of Outsourcing to China on Hong Kong's Labor Market." American Economic Review 95, no. 5 (November 1, 2005): 1673–87. http://dx.doi.org/10.1257/000282805775014272.
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We measure the impact of China's decision to open its economy in 1980 on outsourcing from Hong Kong and the relative demand for less-skilled workers. We show that the relative demand for skilled workers in Hong Kong increased at the same time outsourcing to China began to increase. The reallocation of workers from manufacturing to “outsourcing services” can account for 15 percent, and increased utilization of skilled workers within manufacturing industries for 30 percent, of the aggregate relative demand shift. In addition, the rate of skill upgrading has been greater in manufacturing industries that have seen a greater degree of outsourcing to China.
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Shelburne, Robert C. "Trade and Inequality: The Role of Vertical Specialization and Outsourcing." Global Economy Journal 4, no. 2 (December 17, 2004): 1850022. http://dx.doi.org/10.2202/1524-5861.1044.
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This article considers how the process of outsourcing results in economic changes in factor usage and productivity in developed countries. Some scholars have incorrectly interpreted these observed changes as being the result of biased skilled-labor using technological change. This article examines the size and significance of vertical specialization, and describes how outsourcing contributes to increased inequality in developed nations. The effects of outsourcing on labor market outcomes in the developing world are also explored. The author describes the potential implications and significance of outsourcing services. The major conclusion is that the downward pressure on the wages of the unskilled is likely to continue.
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Solechan, Solechan. "Pengawasan Pelaksanaan Sistem Outsourcing yang Berbasis Pada Hak Asasi Manusia." Administrative Law and Governance Journal 2, no. 2 (June 2, 2019): 337–48. http://dx.doi.org/10.14710/alj.v2i2.337-348.
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This study aims to find out, First, knowing the conditions of labor inspection; Second, knowing the efforts to optimize the supervision of outsourcing systems oriented to human rights. This method of writing scientific papers uses the writing of juridical-normative law, with a statutory approach. The results of writing indicate that: First, enforcement of labor law is not optimal. It is known from the existence of problems that occur, among others, the absence of social security, very low wages and the placement of outsourced workers who are not in accordance with the laws and regulations make outsourcing workers lose their basic rights. Second, efforts to optimize the supervision of outsourcing systems oriented to human rights can be done through the enforcement of integrated labor law. Supervision of the outsourcing system must emphasize protection (to protect), fulfillment (to fulfill), and respect to be more optimal. Therefore, concrete steps are needed in the enforcement of labor law. One of them is the establishment of a complaint center specifically centered at the Ministry of Manpower and integrated with the provincial level Manpower and Transmigration Office. This call center serves complaints about violations and is expected to improve the performance of labor inspectors. Keywords: Supervision, Outsourcing System, Human Rights Abstrak Penelitian ini bertujuan untuk mengetahui, Pertama, mengetahui kondisi pengawasan bidang ketenagakerjaan; Kedua, mengetahui upaya optimalisasi pengawasan sistem outsourcing yang berorientasi pada Hak Asasi Manusia. Metode penulisan karya tulis ilmiah ini menggunakan penulisan hukum yuridis-normatif, dengan pendekatan statutory approach. Hasil penulisan menujukan bahwa: Pertama, penegakan hukum ketenagakerjaan belum optimal. Hal tersebut diketahui dari masih adanya persoalan-persoalan yang terjadi antara lain tidak adanya jaminan sosial, upah yang sangat rendah dan penempatan tenaga kerja outsourcing yang tidak sesuai dengan peraturan perundang-undangan menjadikan tenaga kerja outsourcing kehilangan hak-hak dasarnya. Kedua, upaya optimalisasi pengawasan sistem outsourcing yang berorientasi pada Hak Asasi Manusia dapat dilakukan melalui penegakan hukum ketenagakerjaan terpadu. Pengawasan sistem outsourcing harus menekankan pada perlindungan (to protect), pemenuhan (to fulfill), dan penghormatan (to respect) agar lebih optimal. Oleh karena itu, diperlukan langkah konkret dalam penegakan hukum ketenagakerjaan. Salah satunya dengan pembentukan call center khusus pengaduan yang terpusat di Kementerian Ketenagakerjaan dan terintegrasi dengan Dinas Tenaga Kerja dan Transmigrasi tingkat provinsi. Call center ini melayani pengaduan atas terjadinya pelanggaran dan diharapkan dapat meningkatkan kinerja pengawas ketenagakerjaan. Kata Kunci: Pengawasan, Sistem Outsourcing, Hak Asasi Manusia
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Piedrahita Vargas, Camilo, and Martha Elisa Monsalve. "Labor outsourcing: between efficiency and social equity." CES Derecho 7, no. 1 (2016): 3–10. http://dx.doi.org/10.21615/cesder.7.1.1.
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Pierlott, Matthew F. "Moral considerations in outsourcing to foreign labor." International Journal of Social Economics 31, no. 5/6 (May 2004): 582–92. http://dx.doi.org/10.1108/03068290410529407.
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Estevao, Marcello M., and Saul Lach. "Measuring Temporary Labor Outsourcing in U.S. Manufacturing." Finance and Economics Discussion Series 1999, no. 57 (1999): 1–46. http://dx.doi.org/10.17016/feds.1999.57.
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Bakhtiari, Sasan, and Robert Breunig. "New Outsourcing, Demand Uncertainty and Labor Usage." Review of Industrial Organization 50, no. 1 (July 1, 2016): 69–90. http://dx.doi.org/10.1007/s11151-016-9529-9.
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Jones, Ronald W. "Immigration vs. outsourcing: Effects on labor markets." International Review of Economics & Finance 14, no. 2 (January 2005): 105–14. http://dx.doi.org/10.1016/j.iref.2004.08.004.
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Indrawati, Chrys Wahyu, and Sukarmi Sukarmi. "KONSEP IDEAL PEMBUATAN AKTA PERJANJIAN KERJA OUTSOURCING WAKTU TERTENTU (STUDI DI BANK JATENG)." Jurnal Akta 4, no. 3 (September 10, 2017): 317. http://dx.doi.org/10.30659/akta.v4i3.1803.
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Research on "The Ideal Concept of Establishing a Deed of Working Outsourcing of Certain Time (Study In Bank Jateng)" aims to know and analyze outsourcing agreement for certain time in Bank Central Java still cause uncertainty to employees and the ideal concept of employee outsourcing agreement certain time. This research approaches sociological jurisprudence and data collection through interviews, document studies and bibliography, as well as qualitative data analysis.Establishment of Deed of Working Agreement of Outsourcing of Certain Time in Central Java Bank has not applied the principle of freedom of full contract or using standard agreement. The employment agreement still creates uncertainty for employees because of employment agreements such as provisions requiring employees to submit an original diploma that leads to uncertain employee futures because employees do not have a chance to find another job better and there is no provision for contract renewal. In addition, there is still the influence of Central Java Bank in the work agreement between the providers of labor with workers whereas Central Java Bank is not a party to the agreement or the worker has no legal relationship with the Central Java bank. The effect is in terms of placement of labor and the termination of the employment agreement and the absence of a guarantee whether the workers will work continuously on the employment provider. Barriers to employees who have completed a certain time outsourcing agreement that is no term extension of the contract and Bank Central Java can not intervene directly on a certain time outsourcing agreement between PT Bhumi Elang Perkasa with labor security unit that is not renewed his contract period. The solution selects recruitment of contract employees who have completed certain time outsourcing agreements as permanent employees and extend the contract period in certain time outsourcing agreement in the provision of security unit personnel between PT Bhumi Elang Perkasa and Bank Jateng Ideally Employee Employee Outsourcing Working arrangements should consider the principles of the agreement, particularly the principle of freedom of contract. Although this is very difficult because of standard agreements that have been standard applied by the company because it is related and influenced by company regulations. Companies should provide a wider protection of labor to create a balanced working relationship. One effort that can be done is to provide an opportunity for the workforce to contribute to determine the contents of the agreement and or to approve or disapprove of certain things that may be done by both parties. One of the provisions that can be accommodated is the provision of the obligation to submit a diploma as a guarantee, the terms of the certainty of employment, and the working relationship between the provider of labor, the user labor and the labor itself.Keywords: Deed, Specific Time Working Agreement, outsourcing
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Rakitina, Ekaterina Vasil'evna. "Comparative research on some peculiarities of labor regulation of outsourced employees in Russia and China." Право и политика, no. 3 (March 2020): 56–68. http://dx.doi.org/10.7256/2454-0706.2020.3.32482.
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The subject of this research is the peculiarities of legal regulation of labor outsourcing as an atypical form of employment. Compared to traditional labor relations, labor outsourcing is characterized by multi-agency, which explains the peculiarities of its regulation. The article compares some of the specificities of legal regulation of the labor of outsourced employees within Russia’s and China’s labor law: peculiarities of emergence of relations on labor outsourcing, delineation of employer authority between the sending and receiving parties, social-partnership relations, legal position of outsourced employees, and labor legal responsibility regarding relations on outsourced labor as type of employment. The results of the conducted research yield a conclusion on the similarities and differences in legal regulation of labor of outsourced employees within Russian and Chinese labor laws. The similarities can be found in the structure of relations on outsourced labor, specificity of emergence of relations on outsourced labor based upon dual agreements – employment contract and staffing contract. There are also some similarities and differences in regulation of delineation of employer authority between the sending and receiving sides; in establishment of the legal position of outsourced employees, namely with regards to payment of wages; in resolution of the question of participation of an outsources employee in the relations on social partnership; in regulation of labor law liability of the sides of outsourced labor relations.
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Moertiono, R. Juli. "PERJANJIAN KERJASAMA DALAM BIDANG PENGKARYAAN DAN JASA TENAGA KERJA ANTARA PT. SINAR JAYA PURA ABADI DAN PT. ASIANFAST MARINE INDUSTRIES." Jurnal Hukum Kaidah: Media Komunikasi dan Informasi Hukum dan Masyarakat 18, no. 3 (April 29, 2019): 124–40. http://dx.doi.org/10.30743/jhk.v18i3.1329.
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The outsourcing system uses a cooperation agreement of differences in interests which are brought through an agreement. The cooperative relationship between outsourcing companies and companies using outsourcing services is certainly tied to a written agreement. PT. Asianfast Marine Industries intends to use the services of a security workforce, who is ready to meet the need for labor services and to carry out the business activities of the company, from a labor service provider company, PT. Sinar Jaya Pura Abadi. The cooperation agreement between PT. Sinar Jaya Pura Abadi and PT. Asianfast Marine Industries which intends to employ security workers contains 19 (nineteen) Articles i.e. purpose and objectives, general provisions, rights and obligations of the parties, duties and responsibilities of first parties, provisions concerning labor, wages and payment method, responsibility and compensation, work safety, dispute resolution. The rights and obligations of the company and the employed workforce are that PT. Asianfast Marine Industries is obliged to carry out the contents of the cooperation agreement which covers the employed workforce, and legal protection for the labor in the event of default.Keyword: Agreement, Cooperation, Labor
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Chu, Hsiao-Lei. "Outsourcing Innovation in Product Cycles." ISRN Economics 2012 (September 26, 2012): 1–8. http://dx.doi.org/10.5402/2012/702974.
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In this quality-ladder product-cycles model, a southern firm can undertake innovation by collaborating with a northern firm through R&D outsourcing. Generally, I find that the initial steady-state scale of R&D outsourcing and the fraction of innovative tasks undertaken by southern labor through R&D outsourcing critically affect the results of comparative statics. Particularly, the friendly policy to promote R&D outsourcing may be beneficial for both of the North and the South only if the scale of R&D outsourcing is small.
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Zoghbi-Manrique-de-Lara, Pablo, Jyh-Ming Ting-Ding, and Rita Guerra-Báez. "Indispensable, Expendable, or Irrelevant? Effects of Job Insecurity on the Employee Reactions to Perceived Outsourcing in the Hotel Industry." Cornell Hospitality Quarterly 58, no. 1 (July 10, 2016): 69–80. http://dx.doi.org/10.1177/1938965516648791.
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This study examines the role of job insecurity as a moderator that may trigger destructive responses by employees to perceived outsourcing of labor services. Although some studies have suggested that outsourcing might not be viewed favorably by the hotel staff, the article first argues that because outsourcing of labor can be a useful strategy for the effective functioning of a hotel, mere perceptions of outsourcing by internal employees should lead them to react favorably to the hotel in the form of citizenship (organizational citizenship behavior–organization [OCB-O]) and decreased deviance (deviant workplace behavior–organization [DWB-O]). We invoke unitarism theory, which emphasizes the shared interests of all the members of an organization. The article then argues that these reactions to outsourcing may become negative when internal employees note the presence of job insecurity, triggering decreased OCB-O and DWB-O. Data were collected from 215 in-house employees working concurrently with outsourced employees at 14 hotels in Gran Canaria (Spain). Structural equation modeling (SEM) results suggest that, contrary to expectations, perceived outsourcing leads employees to significantly increase their DWB-O, but not vary their OCB-O. Unlike OCB-O, these DWB-O reactions to perceived outsourcing became stronger among employees who were high rather than low in job insecurity. The findings suggest that job insecurity plays an expendable, but relevant, role in reactions to outsourcing that harm their success.
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Sujoko, Ajik. "Menggagas Sistem Pengupahan dan Kesejahteraan Pekerja Outsourcing di Pemerintah dalam Pengadaan Publik." Administrative Law and Governance Journal 1, no. 4 (November 27, 2018): 436–46. http://dx.doi.org/10.14710/alj.v1i4.436-446.
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AbstractAcceptance of wages and welfare of outsourcing workers in government an interesting thing to be discussed. The first, because wages and welfare in outsourcing are quite relevant issues for labor conditions. Second, through outsourcing, the government is able to accommodate outsourcing workers whose trends increase each year. Third, the government are not in the form of the company but are already used to implementing outsourcing practices. Fourth, the tendency of private participation to improve the performance of the government which is profit oriented. Of the four discussions and cases of outsourcing in some places, the attractive position of outsourcing workers is always in a weak position and an uncertain future, including in government. By reviewing the practice of procurement process of government goods/services, through this article contributes and encourages to government and outsourced employers has the ability and willingness to provide wages and welfare of outsourcing workers. How wages and welfare are enjoyed and accepted by outsourcing workers, through public procurement can be done adequacy of the procurement budget, provider selection process that follows labor regulations and contracting properly with the providerKeywords: Wages, Welfare, Outsourcing Workers, Procurement Of Goods/ServicesAbstrakPenerimaan upah dan kesejaheteraan pekerja outsourcing di pemerintah hal yang menarik untuk didiskusikan. Yang pertama, karena upah dan kesejahteraan dalam outsourcing merupakan masalah yang cukup relevan menggambarkan kondisi tenaga kerja. Kedua, melalui outsourcing pemerintah mampu menampung pekerja outsourcing yang cenderung naik tiap tahun. Ketiga, pemerintah bukan sebuah perusahaan, namun telah biasa menggunakan praktik outsourcing. Keempat, kecenderungan partisipasi swasta untuk meningkatkan kinerja pemerintah yang berorientasi pada keuntungan. Dari empat diskusi dan kasus outsourcing di sebagian tempat, menariknya posisi pekerja outsourcing selalu dalam posisi yang lemah dan masa depan yang tidak pasti, termasuk di pemerintahan. Dengan melihat praktek proses pengadaan barang/jasa pemerintah, melalui artikel ini diharapkan memberikan kontribusi dan dorongan kepada pemerintah dan pengusaha outsourcing memiliki kemampuan dan kemauan untuk menyediakan upah dan kesejahteraan pekerja outsourcing. Bagaimana upah dan kesejahteraan dapat dinikmati dan diterima oleh pekerja outsourcing melalui pengadaan publik, dapat dilakukan dengan menyediakan kecukupan dari anggaran pengadaan, proses pemilihan penyedia yang mengikuti peraturan ketenagakerjaan dan kontrak dengan penyedia secara benar.Kata kunci: Upah, Kesejahteraan, Pekerja Outsourcing, Pengadaan Barang/Jasa
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J. Meixell, Mary, George N. Kenyon, and Peter Westfall. "The effects of production outsourcing on factory cost performance: an empirical study." Journal of Manufacturing Technology Management 25, no. 6 (July 1, 2014): 750–74. http://dx.doi.org/10.1108/jmtm-10-2011-0099.
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Purpose – The purpose of this paper is to investigate the performance implications associated with production outsourcing. Specifically, the paper analyzes the cost of goods sold for firms who outsource core manufacturing processes, using empirical data from a variety of industries. The paper seeks to better understand the influence of outsourcing on factory cost by looking at these in the context of related strategies, such as supplier integration, information technology (IT) implementation, and manufacturing process decisions. Design/methodology/approach – The paper draws on transaction cost economics, manufacturing strategy, and supply chain management literature to aid in predicting the performance to be expected when outsourcing production activities. Furthermore, the paper investigates the moderating effects of manufacturing strategies, supplier integration, and IT expenditures on outsourcing. The primary model is a two-way panel model for the cross-sectional and longitudinal data drawn from the MPI Census of Manufacturers Survey of US manufacturing plants. Findings – The analysis indicates that production outsourcing tends to shift costs among cost of goods sold (COGS) categories, but does not consistently reduce them as measured by overall COGS. The effects of production outsourcing on both the cost of labor and the cost of materials are strong, tending to decrease labor, and increase materials. Additionally, this study shows that a high level of supplier integration has a notable moderating influence on overall COGS, but that process strategies do not. Finally, this analysis indicates that IT expenditures were not influential as a moderator variable when outsourcing, but did have a marked influence on overall COGS, as well as on labor and materials costs. Originality/value – This research investigates the effects of outsourcing on the components of COGS, a level of analysis that is typically not looked at relative to outsourcing. This research also provides methodological contributions with the development of a nested random effects structural model for use with a secondary data source.
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König, Jan, and Erkki Koskela. "Profit Sharing and Outsourcing under Labor Market Imperfection." Review of International Economics 20, no. 1 (January 16, 2012): 18–28. http://dx.doi.org/10.1111/j.1467-9396.2011.01004.x.
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Deardorff, Alan V. "A trade theorist's take on skilled-labor outsourcing." International Review of Economics & Finance 14, no. 3 (January 2005): 259–71. http://dx.doi.org/10.1016/j.iref.2004.12.002.
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Egger, Hartmut, and Peter Egger. "Labor market effects of outsourcing under industrial interdependence." International Review of Economics & Finance 14, no. 3 (January 2005): 349–63. http://dx.doi.org/10.1016/j.iref.2004.12.006.
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Deng, Xin, Dingde Xu, Miao Zeng, and Yanbin Qi. "Does outsourcing affect agricultural productivity of farmer households? Evidence from China." China Agricultural Economic Review 12, no. 4 (August 14, 2020): 673–88. http://dx.doi.org/10.1108/caer-12-2018-0236.
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PurposePrevious studies focused on the influence of outsourcing (labor division) on productivity, especially in the industrial economy. However, few studies have focused on how labor division in agriculture affects agricultural productivity. To bridge this gap, this study uses survey data from 4864 farmer households in China to explore the impacts of outsourcing on agricultural productivity.Design/methodology/approachThis study employs an endogenous switching regression to account for selection bias and a counterfactual framework to measure the degree of influence. Thus, this study analyzes determinants of outsourcing and the impacts of outsourcing on agricultural productivity under the same framework.FindingsThe results revealed the following. (1) Farmer households with the below average productivity tended to outsource; conversely, farmer households with the above average productivity tended to cultivate the land by themselves. (2) Productivity increased by 25.61% for farmer households who choose to outsource. Moreover, if nonoutsourcing farmer households would choose to outsource, their productivity would increase by 10.86%.Originality/valueThis study furthers one’s understanding of how outsourcing affects agricultural productivity among farmer households.
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Hutabarat, Intan Mayasari, Martono Anggusti, and Christina N. M. Tobing. "TANGGUNG JAWAB PERUSAHAAN ALIH DAYA TERHADAP PEKERJA OUTSOURCHING YANG TERKENA PEMUTUSAN HUBUNGAN KERJA DIMASA PANDEMI COVID-19 (STUDI DOKUMEN PERJANJIAN PENYEDIA JASA DI PT NTU)." NOMMENSEN JOURNAL OF LEGAL OPINION 2, no. 01 (January 25, 2021): 55–79. http://dx.doi.org/10.51622/njlo.v2i01.210.
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The Covid-19 pandemic has a very big impact in the industrial world, many companies have terminated employment (PHK) for workers, both PKWTT and PKWT. In the Manpower Act No. 13 of 2003 and the Job Creation Act No. 11 of 2020 concerning labor and termination of employment. Regarding termination of employment, termination of employment to outsourced workers, the author discusses 2 (two) problem formulations, namely: First: How is the responsibility of outsourcing companies to outsourcing workers / laborers who were terminated during the Covid-19 pandemic; Second, what is the comparison of the forms of legal protection for outsourcing workers / laborers who have experienced termination of employment according to Law no. 13 of 2003 concerning Manpower and Law no. 11 of 2020 About Job Creation. The research method used in this thesis is the Normative-Empirical method. The conclusion of this decision is First, that the outsourcing company is still in charge of the implementation of termination of employment, this can be seen in the PT SIS PKWT; Second, in terms of comparison between UUK No. 13 of 2003 with UUCK No.11 of 2020 not much has changed, only in UUKC regarding labor Outsourcing is more discussed.
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Sukanda, Robie Brilliando, Khairani Khairani, and Yussy Adelina Mannas. "Legal Certainty for the Provision of Employee Services as the Intent of Protection of Labor Rights based on Labor Rights and Its Implementation in PT. Semen Padang." International Journal of Multicultural and Multireligious Understanding 7, no. 6 (August 27, 2020): 568. http://dx.doi.org/10.18415/ijmmu.v7i6.1783.
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Outsourcing was born as a side effect of the implementation of business process reengineering (BPR). Another problem that arises from outsourcing practices is the elimination of labor rights by employers. Based on the Constitutional Court Decision (MK Decision No. 27 / PUU-IX / 2011), the Court emphasized that Outsourcing is a reasonable business policy of a company in the context of business efficiency. However, workers who carry out work in an outsourcing company may not lose their rights which are protected by the constitution. Following up on the Constitutional Court Decision, the Ministry of Manpower and Transmigration has issued Circular Letter Number B.31 / PHIJSK / I / 2012 concerning Implementation of the Constitutional Court Decision Number 27 / PUU-IX / 2011 dated January 17, 2012. Based on this, there are 3 (three ) The legal issues that the author will examine are: (1) How is the suitability of the implementation of the provision of worker services at PT. Semen Padang with the applicable law; (2) How to fulfill workers' rights in the implementation of Worker Service Provision at PT. Semen Padang; and (3) What are the negative and positive consequences of the implementation of the Provision of Worker Services on workers' rights at PT. Semen Padang. This exploratory research reveals how the application of legal norms from Law Number 13 of 2003 concerning Manpower and Regulation of the Minister of Manpower and Transmigration Number 19 of 2012 concerning Requirements for Submission of Part of Work Implementation to other companies at PT. Semen Padang. From the results of the study concluded that: (1) Implementation of the provision of employee services at PT. Semen Padang has not complied with the applicable law. On the one hand, PT. Semen Padang has implemented the provisions of Article 66 paragraph (3) of the Manpower Act. PT. Semen Padang has set one of the most basic requirements, namely the vendor must have an Operational Permit (SIO) for Manpower Providers issued by the Department of Manpower (Disnaker) of West Sumatra Province. PT Semen Padang has also complied with the provisions of Article 17 Paragraph (3) of the Regulation of the Minister of Manpower and Transmigration No. 19 of 2012. On the other hand, PT. Semen Padang still uses worker service providers for jobs that are not regulated in Article 17 of the 2012 Minister of Manpower Regulation or even doing work that should be done by employees of PT Semen Padang itself; (2) The fulfillment of the rights of outsourcing workers at PT Semen Padang has been carried out quite well, where this can be proven by PT Semen Padang providing legal protection to Outsourcing Workers through the Decree of the Board of Directors of PT.Semen Padang No. 0000143 / HK.00.02 / SKD / 50003853/3000 / 12.2017 dated 21 December 2017 concerning Changes in the Value Structure of PT Semen Padang's Outsourcing Labor Contract, and (3) Implementation of Provision of Worker Services at PT. Semen Padang has negative consequences and positive consequences. The negative consequence is the high level of jealousy of the outsourcing workers towards organic workers, both in terms of the type of work performed, the uniforms worn, and differences in workers' rights. One of the positive consequences of employing outsourcing workers, labor costs can be reduced in one way through the provision of worker services.
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Rahayu, Siti Aisyah Tri, Lukman Hakim, and Malik Cahyadin. "An Empirical Investigation of Outsourcing Implementation In The Indonesian Manufacturing Industry." Jurnal Ekonomi Pembangunan: Kajian Masalah Ekonomi dan Pembangunan 18, no. 2 (December 20, 2017): 205. http://dx.doi.org/10.23917/jep.v18i2.4671.
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This study aims to identify regulations and analyze the determinants of outsourcing implementation in the Indonesian manufacturing industry using an analyctic hierarchy process (AHP). We examines both the Indonesian Labor Law–Act No. 13/2003 and the Regulation of Minister of Manpower and Transmigration No. 19/2012 on Conditions for Outsourcing the Implementation of Work to Other Companies. The results suggest that business efficiency, human resource development plan, types of outsourcing, wage level and worker incentive, recruitment and training cost, skilled worker and productivity, recruitment process, and government regulation are the priority factors to implement outsourcing in Indonesian manufacturing industries.
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Fernández, Dídimo Castillo, and Adrián Sotelo Valencia. "Outsourcing and the New Labor Precariousness in Latin America." Latin American Perspectives 40, no. 5 (June 10, 2013): 14–26. http://dx.doi.org/10.1177/0094582x13492124.
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Horgos, Daniel. "Labor market effects of international outsourcing: How measurement matters." International Review of Economics & Finance 18, no. 4 (October 2009): 611–23. http://dx.doi.org/10.1016/j.iref.2008.10.006.
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Scherrer-Rathje, Maike, Patricia Deflorin, and Gopesh Anand. "Manufacturing flexibility through outsourcing: effects of contingencies." International Journal of Operations & Production Management 34, no. 9 (August 26, 2014): 1210–42. http://dx.doi.org/10.1108/ijopm-01-2012-0033.
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Purpose – The purpose of this paper is to examine the influence of organizational context on the relationships between outsourcing and manufacturing flexibility. In doing so, the authors study four types of manufacturing flexibility: product, mix, volume, and labor competence flexibility. Design/methodology/approach – Based on transaction cost economics theory and resource-based view of competitive advantage, the authors focus on economies of scale and scope, asset specificity, organizational learning, and dynamic capabilities as contingencies affecting outsourcing-flexibility relationships. Combining theoretically developed propositions with insights from case studies of 11 manufacturing companies that outsourced some portion of their manufacturing, the authors derive grounded hypotheses. Findings – Empirical results show that in some cases the effects of outsourcing on different types of manufacturing flexibility vary based upon some contingency factors. Research limitations/implications – Due to the qualitative nature and the geographical focus of the empirical examination, applicability of the findings to other contexts may be limited. Practical implications – The authors point out specific contingencies that managers should consider when targeting manufacturing flexibility through outsourcing. Originality/value – This paper presents the interrelationships among outsourcing of manufacturing activities, four types of manufacturing flexibilities, and theoretically derived contingencies. Based on evidence from the analyzed cases, the authors find indications that some contingencies moderate outsourcing-flexibility relationships. In addition, this paper introduces a new type of manufacturing flexibility: labor competence flexibility, which is defined as the ability of a company's workforce to deal with technology driven additions to and subtractions from products over time.
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Ahmad, Muneeb, Kashif Raza, and Rana Naeem Shahid. "Causes of Increasing Demand of Employees Outsourcing and Its Impact on Pakistan Business." International Journal of Learning and Development 2, no. 3 (June 18, 2012): 294. http://dx.doi.org/10.5296/ijld.v2i3.1966.
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This research paper is fundamentally builds the notion about the outsourcing and benefits as a part of the Human Resource Management system. These days outsourcing well thought-out as the variable of industrialized merchandise to countries provided that contemptible labor throughout the Industrial insurgence. Outsourcing of conventionally municipal segment services has become a widespread carry out in many countries around the globe. Most of the study in this area concentrates on improving efficiency and achieving financial savings. Here we are going to discuss the recompenses and disadvantages of outsourcing for Pakistani industry. For collection of data Questionnaire and interviews are conducted into different service industries all the way through statistical tools and the SPSS will be used to analyze these data quantify. Keyword: IT outsourcing, Services industry, employment problems, Pakistan
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Liu, Hong-Cheng. "Effects of human resource outsourcing on service innovation in public sectors." Acta Oeconomica 64, Supplement-2 (November 1, 2014): 13–24. http://dx.doi.org/10.1556/aoecon.64.2014.suppl.2.
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To deal with a lot of public services, first-level human resources are largely required in governmental institutes. The changes of industries and employment structure have the government, in consideration of budgets and downsizing, apply Human Resource Outsourcing and introduce temporary employees to reduce labor personnel costs and labor flexibility and to solve the demands for temporary and non-core businesses for achieving the innovation of administrative services and organizational reform as well as enhance organizational competitiveness. Acquiring expected and stable temporary employees with favorable work performance is a dilemma for personnel units. By distributing and collecting questionnaires on-site, 230 copies of questionnaires were distributed to the superiors and public servants in various sectors of Kaohsiung City Government. A total of 169 valid copies were retrieved, with the retrieval rate of 73%. The empirical results show partially positive effects of Human Resource Outsourcing on Service Concept, Customer Interface, and Delivery System in Service Innovation, significantly positive effects of Human Resource Outsourcing on Technology Option in Service Innovation, and remarkable moderating effects of background variables on the correlations between Human Resource Outsourcing and Service Innovation.
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Sukamto. "TENAGA KERJA OUTSOURCING DALAM TINJAUAN EKONOMI ISLAM." MALIA (TERAKREDITASI) 11, no. 1 (December 2, 2019): 65–80. http://dx.doi.org/10.35891/ml.v11i1.1791.
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Since the enactment of Law No. 13 of 2003 concerning Employment, outsourcing labor is a reference for employers to add and reduce their employees. Employers feel safe in the context of efficiency in production costs (cost of production) if the outsourced worker is a worker services company, then the person responsible for the outsourced worker is a worker service company. In practice, outsourcing workers often receive unfair treatment in remuneration. In the Islamic economic system justice is upheld and becomes the main foundation in every economic activity. To realize justice, Islam presents the role of the state as a referee who maintains hunting regulations. This includes the obligation of employers to voluntarily return 'surplus value' to their workers. The state must make a forced effort if employers do not want to run it voluntarily. On the other hand, this combination of syirkah-ijarah in the outsourcing labor contract makes workers no longer a separate entity from the means of production as in capitalism. On the contrary, the concept does not make workers the absolute ruler of the means of production.
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., Haerudin, and Endeh Suhartini. "ANALISIS YURIDIS KEBERADAAN PERUSAHAAN OUTSOURCING DAN HAK PEKERJA TERKAIT SISTEM KONTRAK BERDASARKAN UNDANG-UNDANG NOMOR 13 TAHUN 2003." JURNAL ILMIAH LIVING LAW 13, no. 1 (April 23, 2021): 20. http://dx.doi.org/10.30997/jill.v13i1.4200.
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The purpose of this study are: 1) To find out and analyze the existence of outsourcing companies in contract system workers. To find out and analyze the granting of rights for workers related to the contract system based on Law No. 13 of 2003 concerning Labor. The research method used in this study is a normative juridical study that takes a qualitative approach that looks at and analyzes the legal norms in existing legislation and sociological research as supplementary data as primary data. The results of this study are: 1) The existence of outsourcing companies in contra system workers, in terms of employment relations between workers and outsourcing companies is based on a Specific Time Work Agreement, then the work agreement must require the transfer of the protection of the rights of workers whose objects of work remain, even though there is a change of companies that carry out part of the work of other companies or companies providing workers' services. 2) The granting of rights for workers related to the contract system based on Law Number 13 of 2003, there are still outsourced workers who are not registered with Jamsostek, so the legal protection of health and safety for outsourced workers is not implemented.Keywords : Labor Law; Outsourcing Company; Work Agreement.
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Rai, Amit S. "Perception and Digital Media in India." International Journal of E-Politics 3, no. 4 (October 2012): 36–54. http://dx.doi.org/10.4018/jep.2012100103.
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This essay analyzes the body politics at the center of both business services outsourcing labor (also termed affective, immaterial, or communicative labor) and the value-adding digital image in contemporary Indian media. The author uses a “media assemblage” method in this analysis, which brings together a critique of emerging forms of communicative labor, digital image technologies, and the changing capacities of the body, or affect. This paper is concept, following the critical approach methodology, and interprets findings rather than predicts them. Numerous feminist investigations analyzing the potentials within what has been designated traditionally as women’s work, have grasped affective labor with terms such as kin work and caring labor. Through an analysis of the Hindi-Bollywood film No Smoking (Kashyap, 2008), and the documentary Office Tigers (Mermin, 2006), the author explores the emergence of a digital vision in the South Asian context through pervasive processes that are “informatizing” various forms of life and work. They correlate the function of this digital vision in both business outsourcing and digital media through analyses of two key modalities: the evolving functionality of information in computer technology; and the modulation of subjectivity in the capacities of attention and sensation of value creation.
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Husni, H. Lalu, and Any Suryani Hamzah. "The Implementation of Outsourcing System in Industrial Relation after the Constitutional Court Decision No. 27/PUU-IX/2011 in West Nusa Tenggara." Mediterranean Journal of Social Sciences 8, no. 3 (May 24, 2017): 109–16. http://dx.doi.org/10.5901/mjss.2017.v8n3p109.
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Abstract The present study is an empirical legal research which was conducted at the companies in West Nusa Tenggara. The data were obtained through legal reasoning which is logical, systematic and coherent and were analyzed using descriptive-analytic. Based on the analysis, the result showed that the implementation of outsourcing system in industrial relation after the Constitutional Court decision No. 27/PPU-IX/2011 on private companies in West Nusa Tenggara has not been done properly. The companies which became object of the study have understood that after the Constitutional Court Decision No. 27/PPUIX/ 2011, labor contract on outsourcing system has changed from PKWT (perjanjian kerja waktu tertentu/ labor contract for specific time) to PKWTT (perjanjian kerja waktu tidak tertentu/ labor contract for an unspecified time). In other words, the principle of labor protective measure transfer at companies might happen in case the company implements PKWT. However, the Constitutional Court Decision No. 27/PUU/-IX/2011 which changed PKWT into PKWTT collides with Article 59 of Act No. 13 of 2003 on Manpower.
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Штагер and O. Shtager. "HR-OUTSOURCING IN CONDITIONS OF ECOLOGICALLY-ORIENTED FINANCIAL INSTITUTIONS." Management of the Personnel and Intellectual Resources in Russia 6, no. 1 (February 17, 2017): 12–18. http://dx.doi.org/10.12737/24684.
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The article discusses the hypothesis of HR-outsourcing as one of the most progressive HR technology of human resource management. The issue of human resources management in terms of improving its effective operation requires the development of new tools. In the process of the permanent transformation of the economy the realization of modern approaches of human resource management is a major aspect of the formation of the enterprise’s strategy. In the article were analyzed the character of outsourcing, formed the main areas of HR-outsourcing, researched the mechanism of decision-making regarding the implementation of HR-outsourcing considering the identified strengths and weaknesses. Application of this technology in the context of globalization of economic activities eco-oriented financial institutions helps to optimize the employment policy and labor market regulation in the period of destabilization. Development of HR-outsourcing will allow to work out an effective tool to anti-crisis mechanism of social support through the application of scientific approaches and a factors diagnostics.
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Rodkey, Evin. "Disposable Labor, Repurposed: Outsourcing Deportees in the Call Center Industry." Anthropology of Work Review 37, no. 1 (June 12, 2016): 34–43. http://dx.doi.org/10.1111/awr.12083.
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Taha, Hebatalla. "Making Cheaper Labor: Domestic Outsourcing and Development in the Galilee." Anthropology of Work Review 41, no. 1 (April 12, 2020): 24–35. http://dx.doi.org/10.1111/awr.12188.
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O'Rourke, Dara. "Outsourcing Regulation: Analyzing Nongovernmental Systems of Labor Standards and Monitoring." Policy Studies Journal 31, no. 1 (March 2003): 1–29. http://dx.doi.org/10.1111/1541-0072.00001.
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