Academic literature on the topic 'Temporary Placement Agency'

During the 1990s the UK temporary staffing industry experienced almost unbroken year-on-year growth. Alongside this quantitative expansion the type of business performed by some UK temporary staffing agencies has begun to change, as some larger agencies have attempted to move out of the clerical and light industrial segments and into higher value-added markets. Other agencies have sought to add human resource services to their more-traditional recruitment and placement functions. All in all, the UK industry—the second largest in the world after the United States—has undergone widespread restructuring in the last decade. I argue that the recent growth in the UK industry constitutes a regularisation of flexible employment, as casual and fixed-term contracts are replaced by more formal arrangements involving a third party—the temporary staffing agency. Drawing upon global and national data and forty semi-structured interviews with agency owners and managers in the United Kingdom, I analyse the multidimensional growth and restructuring of the UK temporary staffing industry. I argue that as the UK industry ‘matures’ we are witnessing a degree of deepening in relations between temporary staffing agencies and client firms. More broadly, I argue that the growth of the temporary staffing industry has conceptual implications for how economic geographers theorise ‘the firm’ and explore the globalisation of service activities.

Organizational culture research has primarily focused on organizations characterized by permanent, full-time employment relationships. The workplace is increasingly characterized by multiple employment relationships. It is not clear that current understandings of culture capture what occurs in these organizations. Employing participant observation and survey methods, the authors use a grounded theory approach to explore the transmission of cultural values and practices in a temporary placement agency, an organization characterized by multiple employment relationships. The authors find that successful purveyors of cultural values are characterized by how well they are liked and their perceived importance to their coworkers’ success rather than traditional means of culture management, such as policy and hierarchical authority.

Precarious employment has been associated with adverse occupational health and safety (OHS) outcomes across a range of studies. Temporary agency workers are particularly vulnerable, with studies showing they experience a higher incidence of workplace injury, and a greater likelihood of more severe injuries than all other employment types. Explanations for agency workers’ higher risk of injury have, to date, been impeded by data limitations associated with researching temporary employment. This article seeks to begin filling this gap through analyzing the experience of agency workers based upon two data sources. The first is a unique qualitative and quantitative data set developed from investigated temporary agency and directly hired workers’ compensation files; the second is focus groups of agency workers conducted in the State of Victoria, Australia. Quinlan and Bohle’s (2004) Pressures, Disorganization and Regulatory Failure (PDR) model, developed to explain the greater OHS vulnerability of precarious workers, provides the framework for analyzing the data. After explaining the key concepts in the PDR Model, the article analyses the data to test for evidence of economic pressures, disorganization at the workplace, and regulatory failure impacting upon temporary agency workers’ health and safety. The analysis supports the relevance of the PDR model, and provides an understanding of additional and unique risk factors which contribute to agency workers’ higher risk of injury. Temporary agency workers experience economic pressures in common with other types of precarious workers. However, these appear more acute amongst agency workers. They also confront disorganization risks, extending to mismatched placements; lack of familiarity with host workplaces; and more complex fractured communication. These contribute to workplace risks and create barriers to improving their experience. Many of these outcomes are a result of, or contribute to regulatory failure. The analysis finds strong support for the explanatory value of the PDR model as a tool for understanding how precariousness contributes to temporary agency workers’ adverse health and safety outcomes. It also suggests the complexities of the triangular employment relationship create additional economic insecurities and disorganization problems beyond those experienced by other types of workers, which the regulatory environment has yet to address.

Depuis les dernières années, l’attrait des infirmières pour les agences de placement temporaire a connu une croissance marquée. Or, dans un contexte de rareté de la main-d’oeuvre, on peut se demander quelles sont les sources de motivation qui incitent les infirmières à choisir le travail d’intérim et à demeurer loyales envers leur agence. Prenant appui sur la classification de Tan et Tan (2002), quatre sources de motivations ont été explorées, soit les motivations individuelles ou familiales, les motivations économiques, les motivations professionnelles et les préférences personnelles. Pour les motivations familiales, cette étude s’est principalement intéressée au rôle des conditions de travail flexibles offertes par les agences de placement. En regard des motivations économiques, nous nous sommes intéressés à l’influence des conditions salariales et, en ce qui concerne les motivations professionnelles, à l’influence des possibilités de développement des compétences des infirmières d’agence. Enfin le rôle des préférences personnelles s’est limité l’étude de la charge de travail. Les résultats de notre étude, réalisée auprès de deux échantillons, l’un provenant de 500 infirmières oeuvrant dans des agences de placement infirmier au Québec, et l’autre de 99 infirmières provenant de deux agences, ont montré que les motivations familiales et celles liées au développement professionnel avaient un effet positif sur la satisfaction des infirmières d’agence. En ce qui a trait à leur loyauté, celle-ci serait davantage liée à la flexibilité des horaires, à la formation et au développement des compétences, à la sécurité d’emploi et à la possibilité de choisir ses mandats. De bonnes conditions salariales n’apparaissent pas suffisantes à leurs yeux. Elles ne veulent pas seulement avoir de meilleures conditions économiques, ces infirmières veulent aussi une plus grande liberté de choix et sont en quête d’une plus grande autodétermination et de meilleures chances de développement professionnel.

This study aims to examine the problems of law enforcement against human trafficking against Indonesian migrant workers. This research was conducted on legal issues from the normative side based on the rule of law in legislation and norms. This study uses a normative juridical approach with primary and secondary legal materials. The results of this study indicate that the law enforcement process against the criminal act of trafficking of Indonesian migrant workers, there are parties that are organized, starting from the Indonesian Migrant Worker Placement Company for Civil Employment, Health (medical checkup), Immigration (making passports), and at the airport. P3MI uses unscrupulous immig­ra­tion officers who can pass prospective Indonesian migrant workers with a number of rewards. Law enforcement carried out by the Indonesian Migrant Workers Protection Agency by postponing services, revoking company permits, written warnings, temporarily suspending part or all of business activities, canceling the departure of prospective migrant workers, and or returning from abroad at their own expense. The long-term effort is to closely monitor Indonesian labor service companies.

Career centres in higher education institutions in Croatia are being formed more intensely in the past few years. The incentive for this development was the Strategy for lifelong professional guidance and career development 2016-2020 which was passed by the Government of Republic of Croatia, as well as various forms of informal professional training for career advisors which were then organized by the Croatian agency for science and higher education or became available through the Euroguidance network (European network of national centres for support in professional guidance) whose member is the national Euroguidance centre which is a part of the Croatian agency for mobility and EU programmes. Experts for career matters generally hold that careers need to be continually guided and if necessary diverted or reshaped anew. Career management requires skills which should be learned during education so that work is more easily found after it. However, the contemporary dynamic labour market barely even recognizes lifelong employment. Thus lifelong professional guidance and development is necessary and with it continued support and guidance which in the context of higher education should be provided by career centres. For that reason, it is necessary to strengthen existing career centres and to create them where they are missing, whereby it is necessary to insure permanent placements, since higher education institutions cannot plan the establishing and development of career centres in the long run, relying on volunteers and employees temporarily or partially employed through projects.

Parking space is a public facility available at an agency or office that serves to temporally store vehicles, the vehicle that enters the parking area is become tens or even thousands, because tahat reason parking system and management area is needed. Such arrangements able parking procedures and even other support systems such as adequate parking facilities and infrastructure, other functions is making and developing parking systems in general for provide security and comfort, bacause the condition vehicle will be well organized in terms of vehicle placement and security and safety can be used for 24 hours. Constraints this time increasing number of vehicles requires a wider parking area or space, the slow pace of vehicle data collection because the technology used is still carried out vehicle license plate validation manually, another problem is the placement of large areas, this limitation is based on the number of parking attendants in the field is very limited, so extra time are needed to arrange and check the vehicles that have entered the parking area. This problem can be handle using image processing and OCR algorithm techniques, this technique has been implemented in several developed countries that are used to manage they parking system, image processing is used to record and monitor the number of vehicles in the area by reading the number plate, scanning techniques using OCR (Optical Character recognition techniques) , data from a vehicle plate image is converted into text or numbers and can be stored inside database, data from the vehicle plate that has been stored is then matched with a vehicle photo, with help the system can be integrated with the camera so that the supervision of the parking area can be carried out directly for a long time, the system is able to display data visually.

À la recherche d’une flexibilité accrue, les entreprises ont de plus en plus recours à des tiers pour combler leurs besoins de main-d’oeuvre, même permanents. À la clé se trouve souvent la possibilité d’échapper à ses obligations d’employeur et de payer un coût moindre sur le plan salarial. L’impartition ou le recours à des agences de placement pour du travail temporaire peut en outre constituer un mode d’évitement syndical ou de désyndicalisation des activités. L’atteinte à la dignité du salarié et le droit à un travail décent sont alors en jeu. L’établissement, de facto, dans l’entreprise cliente, d’un régime de conditions de travail à rabais pour les membres du personnel du sous-traitant ou de l’agence mine la solidarité entre personnes salariées. De toute évidence, les lois du travail ne sont pas adaptées à la situation en cas de relations tripartites. Et, bien que la nécessité d’une intervention législative ait été établie à de multiples reprises depuis quinze ans, le législateur québécois fait preuve d’un attentisme qui laisse perplexe.

Master's thesis deals with the issue of temporary agency work of manual workers in the Czech and Slovak Republics. The aim of this thesis is to identify the benefits and potential risks of temporary agency work and formulate measures to strengthen identified advantages and eliminate the potential risks from the perspective of the Czech labor market. The theoretical part describes the basic concepts and applicable legislation on this issue. The practical part is focused on analysis of selected economic and legislative factors of temporary agency work in the Czech and Slovak Republics. Based on the results of the analysis are identified the benefits and potential risks and recommended steps to improve the status of this form of employment in the labor market.

Cette recherche consiste en une revue de littérature ayant comme objectif d’analyser les modes de l’autorégulation volontaire, les systèmes de licences gouvernementales et la nouvelle gouvernance afin de trouver un cadre régulatoire le plus adéquat pour le secteur des agences de placement de personnel temporaire (APPT). Ce rapport de recherche comprend trois parties. Le premier chapitre vise à expliquer le secteur de l’intérim et les principaux enjeux qui en découlent. Le deuxième chapitre a pour but d’analyser les avantages et les inconvénients des deux formes traditionnelles de régulation du secteur des APPT, l’autorégulation volontaire et les systèmes de licences gouvernementales, pour comprendre la manière dont ces deux modes de régulation peuvent affecter les droits des travailleurs. Le troisième chapitre consiste à établir si la nouvelle gouvernance avec la responsive regulation peut représenter une troisième voie possible pour la régulation des APPT.
This research consists of a literature review with the aim to analyze the modes of voluntary self-regulation, government licenses and new governance in order to find the most appropriate regulatory framework for the Temporary Help Industry (THI). This research report consists of three parts. The aim of the first chapter is to explain the staffing industry and the arising key issues. The goal of the second chapter is to analyze the advantages and disadvantages of the two traditional forms of regulation practiced by the THI, voluntary self-regulation and governmental licenses and to verify whether or not these two modes of regulation may disadvantage workers' rights. The goal of the third chapter is to establish a regulatory framework with new governance and responsive regulation intended to determine whether or not it may present the option of a third way for the regulation of the THI.

Dans le contexte de l'effritement de la société salariale (Castel 1995), on constate au Canada une prolifération de statuts d'emplois atypiques, une flexibilisation et une précarisation du travail, ainsi qu'une augmentation du nombre de travailleuses et travailleurs pauvres. Deux formes d’emploi semblent particulièrement illustrer la pauvreté et la précarité en emploi : le travail immigrant en agence de placement temporaire et le travail migrant temporaire. Alors que le travail en agence de placement (TAP) constitue un marché du travail précaire, on y retrouve un grand nombre d’immigrants reçus, de demandeurs d’asile ou de réfugiés, employés dans des emplois sous-qualifiés, malgré des niveaux de scolarité souvent élevés. Par ailleurs, le programme fédéral des travailleurs étrangers temporaires peu-spécialisés (PTET-PS), permet aux employeurs canadiens le recrutement d’une main-d’œuvre étrangère pour des postes déclarés non pourvus par une main-d’œuvre locale, établissant des normes spécifiques d'emploi et de migration et constituant un marché du travail transnational et fortement concurrentiel au travail salarié. La thèse interroge les processus institutionnels de construction des conditions d’accès à l’emploi pour ces deux catégories de travailleurs non natifs du Canada que sont (1) les immigrants reçus et les réfugiés insérés en emploi d’agences de placement dans le secteur de l’entreposage et (2) les travailleurs étrangers temporaires peu-spécialisés travaillant dans un abattoir. Une immersion ethnographique effectuée sur le mode de la participation observante pendant près de deux ans au Centre des travailleuses et travailleurs immigrants (CTI) à Montréal, complétée par une série d’entretiens semi-directifs réalisés auprès de travailleurs, de personnes ressources et d’intervenants du secteur communautaire, montrent que la construction de ces régimes de travail doit être analysée (1) au croisement des politiques publiques d'immigration, de la régulation du travail, des mesures d’insertion en emploi des immigrants et de l’encadrement du regroupement familial, (2) au regard des pratiques des acteurs du marché du travail (entreprises, agences de placement/recrutement, organisations professionnelles et sectorielles) et (3) en considérant les manières dont les travailleurs intègrent les conditions structurelles de l’emploi immigrant à leurs stratégies de vie personnelles et familiales. Il ressort que l’association de statuts juridiques d’immigration et de certaines formes d’emploi structure des régimes de travail caractérisés par la captivité en emploi, construits relativement aux enjeux et aux besoins immédiats des secteurs d’activité et légitimés par une législation entravant de façon systémique l’accès des travailleurs aux droits et libertés. On observe ensuite que ces régimes de travail contraint produisent des conditions d’accès à l’emploi définies sur un continuum allant de la qualification des personnes, à leur déqualification professionnelle, à leur disqualification sociale. Alors que les travailleurs rencontrés ont la particularité d’être fixés à leur emploi précaire par des contraintes liées à leur exclusion des emplois valorisés et/ou à leurs statuts juridiques d’immigration, la thèse interroge finalement les formes possibles de mobilisation et de défense collective de leurs intérêts à travers une étude de cas portant sur des actions collectives soutenues par un groupe communautaire en lien avec des syndicats.
In the context of the erosion of the “société salariale” (wage-earning society, Castel 1995), in Canada as elsewhere, we are witnessing the proliferation of atypical employment conditions, the flexibilisation and casualization of work, and an increase in the number of working poor. Two forms of employment best illustrate poverty and precariousness in employment: immigrants working in temporary placement agencies (temp agencies) and temporary foreign workers (TFWs). The precarious labour market of temp agency work harnesses a large number of highly educated landed immigrants, refugees and asylum seekers employed in low-skilled jobs. Moreover, the federal program for low-skilled temporary foreign workers (TFWP-LS), allows Canadian employers to recruit foreign workers for positions unfilled by the local workforce. The TFWP-LS establishes specific employment and immigration standards, thereby institutionalizing a transnational labour force competing with domestic wage-earners. This thesis examines the institutional processes that create the terms of access to employment for two categories of foreign-born workers in Canada: (1) landed immigrants and refugees working in warehouses through temporary placement agencies and (2) low-skilled temporary foreign workers in slaughterhouses. A nearly two-year ethnographic immersion at the Immigrant Workers Centre (IWC) in Montreal, based on the “observant participation” method, complemented by a series of semi-structured interviews with workers, key informants and community sector stakeholders, showed that the construction of these work arrangements is complex. An understanding of these categories of work requires an analysis: (1) at the intersection of immigration policies, labour regulations, employment integration measures for immigrants, and regulations related to family reunification; (2) in relation to the practices of labour market actors (companies, placement/recruitment agencies, professional and sectorial organizations); and (3) in consideration of the ways in which workers incorporate the structural conditions of im/migrant employment in their personal and family life strategies and choices. Results show that immigration status has intersected with certain forms of employment to structure work arrangements characterized by forced labour. Those work arrangements are built on the short-term needs of industries and are legitimized by legislation that systemically impedes workers' access to rights and freedoms. These constrained work arrangements lead (im)migrant workers through a deleterious process, starting with their qualification as an (im)migrant to Canada, then professional de-skilling and finally social disqualification. While the workers met in the context of this project are constrained in their precarious jobs due to their exclusion from qualified jobs and/or by their legal immigration status, the thesis concludes by exploring the possible forms of mobilization and collective defense of their interests through a case study of collective action supported by a community group in connection with trade unions.