New Forms of Employment in The Logistics Industry - Polish Journal of Management Studies

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New Forms of Employment in The Logistics Industry

Abstracts > Vol 9

Karcz J.

Abstract: The purpose of this article is to bring the issues of application of flexible forms of employment by employers. Approximate there are pros and cons now more often applicable to agreements and contracts. Employers willing to employ workers, even with no experience, however, are increasingly faced with the problems posed by employed. Long the recruitment process is also not supportive in the context of the reduction of unemployment. The fact wrong perceptions of alternative forms of employment by seeking work opportunities in the context of the employer, employee and check the most appropriate choice for you. The first guarantee work directly after graduation, which will last until his retirement, is impossible. The modern market economy is geared to constant changes, which require flexibility also in forms of employment.

Key words:
forms of employment, employee contracts, recruitment, unemployment

The article discussed ways to recruit staff to promote an increase in employment, particularly in the sector of Transport Freight Forwarding and Logistic. A key theme of the article is to show how, in practice, you can use ready-made tools for staff motivation, and at the same time for easy assessment of their work in terms of not-for-profit company. Currently forms recruit staff take different shapes. After the part has the effect of the shape of the modern economy. Employers are being forced to search constantly for new solutions in the field of employment because of rising personnel costs. Employees as happy to agree to more elaborate forms due to the same factor. If you can get a higher net remuneration in favour of that, that does not assist the overall social security system are willing to make sacrifices. Labour markets in the global economy continues to evolve, which has an impact on our indigenous labour market. [11] Technologically, Europe is becoming more and more advanced with respect to our Western neighbors, which also absorbs all the news on the labour market. Changes in forms of employment do not contribute to the belief that they are changing for the worse. Human capital becomes more used and released are often hidden potentials. Working time becomes elastic, for each of the parties concerned, realistically you can see also commitment. As operating costs can be optimized to a satisfactory level of trader. [14]
Named entrepreneur, must in addition to ensure the continuity of the work, as well as to ensure the full use of their human resources. Both for their ability, as well as the skills that you possess. Only such an approach is able to provide reliable implementation of the strategic objectives of the company. Company managers should think about it at the time of deciding on a potential recruit. Forms of employment should be customized to your business needs but also to the currently prevailing organizational structures. Such approaches are able to guarantee that in the ever-changing environment (external and internal) the company will be able to be more elastic and keep the stability of employment. [9]
Forms of more elastic employment concepts emerged at a time when the economy has begun to record increases in globalization processes, speed up, there are new technologies. It was the latter had the greatest influence on the development of other than a contract of employment forms of employment. People got the possibility of remote work with the phone and the computer does not have to be necessarily in offices. Also targeted work has allowed the possibility of remote work. We understand here, that the employee has ceased to be applied only from the working time (8 hours of presence in the Office), for the settlement of the specific tasks assigned to its position. Also broader processes described as the new economy or the new capitalism affect the developing employment policy which we can now observe. A contract of employment are seemingly for an employer guarantees legal certainty in relation to work, since they only among all forms of employment have clear, transparent legal standards. It is concluded for a limited period of time is a contract of employment for a specified period, or specific option does not end its duration is a contract of employment for an indefinite period. [12] In General, the law does not specify the maximum period for which it can be concluded the contract for the work, however, due to the power of workers, cannot contain periods of long-term (e.g. 10 years). Provision is, however, also the fact that in the third to extend the contract of employment for a specified period, the contract must be already concluded for an indefinite period. An important part of work is their periods of notice. These are charged according to the duration of the contract: 6 months, 2 weeks, from 6 months to a year-over-year, 1 month,
3 months. [10]
Another form of the contract of employment are the order and contract work. Their parent feature is the possibility to make shaping the principles of cooperation for both sides. The content of the agreement itself does not need to be so clearly defined formula as a contract of employment. The primary difference between these two types of contracts are actions that cover. The contract for this work agreement, whose objective is to achieve a particular effect. It must have a specific time frame and be measurable. In this case, the most important becomes the effect, and there is no way. To the contract and order exactly the opposite of what matters is the way in which the employee performs the job entrusted to him. This is a contract to execute the command
task. Same objective does not need to be in this case clearly specified. As well as the regulations of the civil code defines the contracts. For the employer the overwhelming difference are the costs of which are borne by the salary paid to the employee. For contracts the order it is a tax on income and Social Insurance contributions, as in the case of works contracts. For contracts of work it is just income tax. [12]

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The managing staff often contends with many barriers during changes of employments from traditional on elastic. The conservative approach of not only a staff isn't supporting new forms of employment. An image is giving it, that changes in spite of the need won't be a simple process. Changes include with one's area not only organizational, rational rows, where processes are simpler to implement. They also affect employees which have numerous anxieties of implementing any changes. Changes always bring risks a kind of as well as the uncertainty as they will bring. Here right superior directions aren't convincing reconstructed processes. Such an efficient introduction of changes is setting the managing staff so that procedural changes are get back as something beneficial and useful, rather than the next fabrication irrational, not backed up with examinations of superiors. To it preparing the plan is essential, in order to even the most resistant to convince without losing the time and incurring other indirect costs. Here theories concerning managing the change will be useful. [3]
In the destination of the efficient and simple implementation of the project, one should determine his scope. It isn't possible to forget .. , that every subsequent alteration in the project will be connected with adapting to her budget and other stores. Changes in the project can bring changes over time also to his realization. If the project has a scope too much extended perhaps to cause he will happen grinded down, and in consequence of it the realization of his overarching objectives can be endangered. In order to avoid problems determining design purposes is essential. He must be gained based on the current situation and target effects changes are supposed to bring which. Design cells should be accepted by all participants and recipients of the project. If the project is supposed efficiently to be implemented, a relevant plan is essential for this implementation. Of course it isn't possible to forget, that implemented changes are implement in processes, in which people are functional and which are changeable, so organiser - a project coordinator should assume that he will be effecting current changes potentially to the purpose adapting implemented amendments to the current environment. Wanting to prevent potential problems with participants in the project one should always systematically provide information and lead the dialogue with employees. Such action is eliminating coming into existence of rumours and the speculation. Convincing about the rightness implemented changes is also giving it. For employees he is showing that their voice is counting and nothing is being imposed upon them. A project coordinator should be open also to objections of all kinds which appear along with implemented changes. People are driven by a reason which their course of reasoning often leads to good conclusions. And so the those responsible for the project should take into consideration what participants in the changed process want to make over to her. Showing the widest spectrum of effects everyone is also necessary for participants in the project. Shortcomings of the completion of smaller processes will be inevitable, however the vision of the final effect will be able to calm the ones which will start doubting superior ideas of the project. [2]
Opinion on the subject of entering into an agreement about the flexible employment status are largely negative. Particularly that representatives of people aren't backing leading them up in the form of politicians. For companies however such innovations in the context of HR processes are being dictated by the market which is becoming more and more demanding. They cannot take the liberty of establishing the employment with the contract of employment by virtue of high staff costs. Controversies over collected savings are also raising doubts. Entrepreneurs don't want money of them, or their employees to be used for making gaps up or other dubious investments. Examinations conducted in described companies, showed that if both sides (the employee and the employer) want diligently to fulfil their duties will always find it way to develop cooperations. On the market however a possibility of the free election should stay between the conclusion of the employment or the cooperation, with including laws on the same level. [1]
[1]. Bačík R., Manager party 2013, Na pulze: časopis Prešovskej university, Roč. 6, č. 4, 2013
[2]. Baskiewicz N., Wpływ zespołów procesowych na wzrost kwalifikacji pracowników małych i średnich przedsiębiorstw, Zeszyty Naukowe Politechniki Częstochowskiej, Zarządzanie nr 2, 2011
[3]. Dima I.C., Gheorghe I., Ciurea V., Motivation of the human ressource in organisations, Analele univ. „Valahia”, Târgovişte, nr. 23/2009
[4]. Grabara J., Emplyer’s expectations towards the emplyees form the marketing and management department, Polish Journal of Management Studies, vol. 7, issue 1, 2013
[5]. Juhas J., Litavcova E., Demographic and Organization Factors‘ Analyses in Realation to Mobbing in Companies. In: Management 2008 (Part II): Management – in Times of Global Change and Uncertainty. Prešov: Prešovská univerzita v Prešove, 2008
[6]. Karcz J., Rozwijanie działów operacyjnych oraz sprzedażowych firm spedycyjno – transportowych w oparciu o osoby bezrobotne, Konferencja - „Społeczna odpowiedzialność przedsiębiorstw sektora TSL w Polsce” Politechnika Szczecińska, 2013
[7]. Grabara J., Kolcun M., Kot S., The Role of Information Systems in Transport Logistics, in: International Journal of Education and Research Vol.2 nr 2/2014.
[8]. Kot S., Ślusarczyk B., Logistics Education as a Way for Unemployment Reduction, Proceedings of the IETEC’11 Conference, Kuala Lumpur, Malaysia, 2011
[9]. Kot S., Slusarczyk B., Survey On Requirements For Logistics Employee, Advanced Logistic systems, University of Miskolc, Department of Material Handling and Logistics, vol. 4(1), Miskolc, 2010
[10]. Kwiatek A., Robak E., Kobiety na stanowiskach kierowniczych – ich role zawodowe, a role rodzinne, Zeszyty Naukowe Politechniki Częstochowskiej, Zarządzanie Nr 9, Częstochowa, 2013
[11]. Nowicka-Skowron M., Pachura P., Grabara I., Novak-Marcincin J., The Informatization of the Logistics Activity in a Firm, ALS. Advanced Logistic Systems. Theory and Practice Vol.5, 2011
[12]. Podstawa prawna: art. 25, art. 251, art. 29 § 1, § 2, art. 33, art. 151 § 5, art. 194 Kodeksu pracy.
[13]. Sobczak J. B., O kierunkach poszukiwania alternatywnych form zatrudnienia, Stowarzyszenie na Rzecz Rozwoju Rynku Pracy, Kraków, 2005
[14]., Access on 10.03.2014


Streszczenie: Celem artykułu jest przybliżenie problematyki stosowania elastycznych form zatrudnienia przez pracodawców. Przybliżone są w nim wady i zalety obecnie coraz częściej stosowanych umów zleceń oraz umów o dzieło. Pracodawcy chętnie zatrudniają pracowników, nawet bez doświadczenia, jednak coraz częściej napotykają na problemy stawiane przez zatrudnianych. Długotrwały proces rekrutacyjny również nie jest sprzyjający w kontekście zmniejszania bezrobocia. Fakt złego postrzegania alternatywnych form zatrudnienia  przez szukających pracy, hamuje możliwości pracodawcy w kontekście sprawdzenia pracownika i wyboru najodpowiedniejszego dla siebie. Gwarancja rozpoczęcia pierwszej pracy bezpośrednio po studiach, która będzie trwała do emerytury, jest niemożliwa. Współcześnie gospodarka rynkowa jest nastawiona na ciągłe zmiany, przez co wymaga elastyczności również w formach zatrudnienia.

Słowa kluczowe: formy zatrudnienia, umowy pracownicze, rekrutacja, bezrobocie

摘要: 这篇文章的目的是就业的使应用程序的灵活的雇主形式的问题。近似利弊现在更经常有适用于协议和合同。雇主愿意雇用工人,甚至有没有经验,但是,越来越多地面临所造成的问题被雇用。长期招聘过程,也是不支持在减少失业的上下文中。对替代形式的就业通过寻求工作机会的雇主、 雇员和给你的支票最恰当的选择上下文中的事实错误看法。直接在毕业,将最后直到他退休后, 的第一保障工作是不可能的。现代市场经济被面向不断变化,需要还灵活的就业形式。
关键词: 形式的就业、 员工合同、 招聘、 失业

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