WHAT POLICIES ARE NEEDED TO MAKE WORK MORE ATTRACTIVE? The Role of Social Partners Lyon, 2-3 October 2008 Quality of Work ...
CONFEMETAL: The National Employers’ Organisation of the Metal Sector in Spain ____________________________________________...
__________________________________________________________ Ignacio Fernández Zurita  NEW ECONOMIC CONTEXT FOR COMPANIES  _...
NEW TENDENCIES IN HR POLICIES  ___________________________________________________________________________________________...
__________________________________________________________ Ignacio Fernández Zurita  FLEXICURITY AS A KEY DIMENSION OF  “ ...
__________________________________________________________ Ignacio Fernández Zurita  FLEXICURITY AS A KEY DIMENSION OF  “ ...
__________________________________________________________ Ignacio Fernández Zurita  FLEXICURITY AS A KEY DIMENSION OF  “ ...
FLEXICURITY AS A KEY DIMENSION OF  “ WORK ATTRACTIVENESS” – The Spanish case (III)   _____________________________________...
FURTHER DIMENSIONS OF  “ WORK ATTRACTIVENESS”   __________________________________________________________________________...
CONCLUSIONS AND CHALLENGES FOR THE FUTURE  _______________________________________________________________________________...
FURTHER INFORMATION  ___________________________________________________________________________________________ Confedera...
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What policies is needed to make work more attractive? - Fernandez Zurita (Ignacio)

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What policies is needed to make work more attractive? - Fernandez Zurita (Ignacio)

  1. 1. WHAT POLICIES ARE NEEDED TO MAKE WORK MORE ATTRACTIVE? The Role of Social Partners Lyon, 2-3 October 2008 Quality of Work in Europe: 2010 and beyond Ignacio Fernández Zurita
  2. 2. CONFEMETAL: The National Employers’ Organisation of the Metal Sector in Spain _________________________________________________________________________________________________________________________________________________________________ __________________________________________________________ Ignacio Fernández Zurita <ul><li>Member of the Spanish Confederation of Employers’ Organisations (CEOE) – member, at the same time, of the Confederation of European Business (BUSINESSEUROPE) </li></ul><ul><li>Integrated by 75 employer organisations, covering a broad range of metal activities at industry, commerce and services-related level </li></ul><ul><li>Some 90.000 companies (mainly SMEs), employing more than 1.5 million workers </li></ul>
  3. 3. __________________________________________________________ Ignacio Fernández Zurita NEW ECONOMIC CONTEXT FOR COMPANIES ___________________________________________________________________________________________ <ul><li>Globalisation and ever increasing technological and organisational changes  Need to equip workers with the right skills and competences </li></ul><ul><li>Larger companies acting globally as a result of externalisation/outsourcing and merger & acquisition processes  Need to update and optimise resources </li></ul><ul><li>Increasing life expectancy and declining birth rates in the EU will result in an ageing population and declining workforce  Need to attract more people to work (largely depends on the existance of flexible and dynamic labour markets ) </li></ul>
  4. 4. NEW TENDENCIES IN HR POLICIES ___________________________________________________________________________________________ __________________________________________________________ Ignacio Fernández Zurita <ul><li>i.e. Individual/group & company objectives and financial participation plans; sharing of knowledge/know-how and promotion of team work along with empowerment; use of adaptable patterns as regards working time, etc </li></ul>BASIC AIM: Involving workers within the objectives and strategy of the company, improving their mobility and their adaptability to different tasks and scenarios Creating and maintaining an environment that ensures a thriving and competitive industrial sector, thus enabling companies to generate sustainable and high quality employment, should be a common goal for all stakeholders in Europe
  5. 5. __________________________________________________________ Ignacio Fernández Zurita FLEXICURITY AS A KEY DIMENSION OF “ WORK ATTRACTIVENESS” ___________________________________________________________________________________________ Making labour markets more flexible and dynamic + equipping workers with the right skills and competences + attracting more people to work  at the core of the FLEXICURITY APPROACH: « employment security vs. job security » <ul><li>Wages </li></ul><ul><li>Working time arrangements </li></ul><ul><li>Job classification </li></ul><ul><li>Flexible forms of employment </li></ul><ul><li>Lifelong learning policies ensuring workers’ employability by improving their competences and qualifications + ALMP & efficient and sustainable social protection systems </li></ul><ul><li>… </li></ul>
  6. 6. __________________________________________________________ Ignacio Fernández Zurita FLEXICURITY AS A KEY DIMENSION OF “ WORK ATTRACTIVENESS” – The Spanish case (I) ___________________________________________________________________________________________ <ul><li>After labour market reform of 1994: many possibilities to soften the rigidities of the Spanish legal framework through collective agreements … </li></ul><ul><li>… BUT collective bargaining still conservative and does not lead to innovative forms of work organisation </li></ul>
  7. 7. __________________________________________________________ Ignacio Fernández Zurita FLEXICURITY AS A KEY DIMENSION OF “ WORK ATTRACTIVENESS” – The Spanish case (II) ___________________________________________________________________________________________ <ul><li>Flexible Working Time Arrangements  Annual working time and possibilities for irregular distribution of working time (generally through the establishment of individual working time accounts) </li></ul><ul><li>New Job Classification System  a few professional groups instead of traditional countless job categories (facilitates functional mobility, provides with greater flexibility and makes the structure of wages more rational) </li></ul>Positive examples of flexicurity:
  8. 8. FLEXICURITY AS A KEY DIMENSION OF “ WORK ATTRACTIVENESS” – The Spanish case (III) ___________________________________________________________________________________________ __________________________________________________________ Ignacio Fernández Zurita Negative examples of flexicurity: <ul><li>Intricate and, to a certain extent, old-fashioned structure of wages  the weight of the fixed part of salaries is far exceeding that of variable concepts linked to results, productivity, or the competitiveness of companies </li></ul><ul><li>Regulation by c.a. of clauses to promote employment and of contractual arrangements  often introducing additional limits to those set up by law (remaning clichés, e.g. flexible forms of employment as synonymous for increased insecurity and precariousness) </li></ul>
  9. 9. FURTHER DIMENSIONS OF “ WORK ATTRACTIVENESS” ___________________________________________________________________________________________ __________________________________________________________ Ignacio Fernández Zurita <ul><li>Reconciliation of professional, private and family life: </li></ul><ul><li>- Key role of European Social Partners </li></ul><ul><li>- Provision of quality, accessible and affordable </li></ul><ul><li> childcare for all (currently below Barcelona targets) </li></ul><ul><li>Health & Safety at work: </li></ul><ul><li>- New Spanish national strategy (entered into force in </li></ul><ul><li> June 207 </li></ul><ul><li>- Need for a more preventive-oriented policy and culture </li></ul><ul><li>Equal Opportunities for men and women (Spanish Organic Law 3/2007) </li></ul><ul><li>Spanish Inter-professional framework agreements on collective bargaining  impact of new ICTs on employment and training related issues </li></ul>
  10. 10. CONCLUSIONS AND CHALLENGES FOR THE FUTURE ___________________________________________________________________________________________ __________________________________________________________ Ignacio Fernández Zurita <ul><li>Social partners play a decisive role striving to foster economic prosperity through the continuous modernisation of working conditions and of workplaces  C.B. is an excellent tool to achieve that goal as long as its contents do not embrace similar rigidities and its structure is well adapted to the specific sector or company’s needs </li></ul><ul><li>Quality of work and employment go hand in hand with economic performance and productivity at work </li></ul><ul><li>Yet, need for complementary further actions concerted by the different stakeholders at all levels in the raise of the standards for practices known to affect the quality of work life </li></ul><ul><li>Taking up steps to improve productivity and innovation and creating a regulatory (and bargaining) framework that encourages , rather than stifles, c ompetitiveness , will be the best – and probably the only – way to continue creating good quality jobs and generating wealth for our societies within Europe </li></ul>
  11. 11. FURTHER INFORMATION ___________________________________________________________________________________________ Confederación Española de Organizaciones Empresariales del Metal Príncipe de Vergara, 74 – 28006 Madrid, Spain Phone No.: +34 91 562 55 90 Fax No.: +34 91 563 57 58 E-mail: [email_address] Web: http://www.confemetal.es

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