Mercredi 19 septembre 2007 3 19 /09 /Sep /2007 09:45

Une étude sur la flexibilité du travail en Europe

La Fondation EUROFOUND  vient de mettre en ligne une étude importante sur les pratiques de flexibilité du temps de travail dans les différents pays d'Europe. Selon ses résultats la flexibilité peut "booster" les preformances économiques encore faut il que cette flexibilité soit équilibrée et ne se fasse pas au détriment des salariés ou des entreprise.
Les entreprises nordiques sont dans cette situation favorable d'une flexibilité importante avec un bénéfice important pour les salariés.
La France fait d'ores et déjà partie du groupe de pays ayant introduit beaucoup de flexibilité en majorant l'intérêt des entreprises au détriment des salariés.

http://www.eurofound.europa.eu/publications/htmlfiles/ef0739.htm

Eurofound News September 2007

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Flexible working can boost performance

Flexible working time arrangements are more likely to be found in organisations operating in Nordic countries, in large organisations and in the areas of commercial services, public administration, health services and transport. While establishments with such arrangements perform somewhat better and show higher rates of employment growth, the type of flexibility implemented in the establishment appears to be as important as the extent of flexibility offered.

These are some of the findings of a recently published Eurofound report, Working time flexibility in European companies. The report is one of a series using data from Eurofound’s Establishment Survey on Working Time 2004–2005, which aimed to analyse working time arrangements in the European workplace by interviewing personnel managers and (where available) employee representatives. This report focuses on the combinations of different working time practices at establishment level and looks at the effects of different arrangements on company performance.

Types of flexibility

The report stresses that various forms of, and reasons for, flexibility exist: an establishment may put in place working time flexibility to benefit the company’s production needs or to improve the work–life balance of employees, or for a combination of both reasons. The report distinguishes six types of establishment, according to their combinations of different flexible arrangements.

The report stresses the importance of this more nuanced analysis of flexibility, rather than using a simplistic ‘high–low’ continuum or axis. A company or country might have high levels of flexibility, but might have forms of flexibility in place that meet only companies’ needs.

Differences between Member States

While 36% of all companies surveyed in Europe can be categorised as high-flexibility organisations, the proportion is much higher in Finland and Sweden, where 59% and 57% are of the high-flexibility type. By contrast, in Belgium, the Czech Republic, France and the UK many companies have high levels of flexibility oriented towards benefiting the company. Meanwhile, the southern Mediterranean countries along with Belgium, Hungary, Luxembourg and Slovenia have high proportions of companies with little in the way of flexible arrangements.

Sectoral differences

When sectoral differences were examined, it was found that public administration, financial intermediation, real estate, renting and business activities, electricity, gas and water supply were among the sectors with high levels of worker-oriented flexibility. By contrast, the construction sector has an above-average number of low-flexibility companies, while the health and social work sectors have high levels of company-oriented flexibility.

The report also finds that other company characteristics are associated with type and extent of flexibility. For instance, establishments that can reliably predict variations in workload and that have a greater proportion of high-skilled employees are more likely to have high levels of worker-oriented flexibility. By contrast, establishments that have little variation of workload, and have fewer young employees, are more likely to be of the low flexibility type.




Eurofound News September 2007

Important notice!

If you would like to receive Eurofound News by email (10 issues a year), please sign up now.

Flexible working can boost performance

Flexible working time arrangements are more likely to be found in organisations operating in Nordic countries, in large organisations and in the areas of commercial services, public administration, health services and transport. While establishments with such arrangements perform somewhat better and show higher rates of employment growth, the type of flexibility implemented in the establishment appears to be as important as the extent of flexibility offered.

These are some of the findings of a recently published Eurofound report, Working time flexibility in European companies. The report is one of a series using data from Eurofound’s Establishment Survey on Working Time 2004–2005, which aimed to analyse working time arrangements in the European workplace by interviewing personnel managers and (where available) employee representatives. This report focuses on the combinations of different working time practices at establishment level and looks at the effects of different arrangements on company performance.

Types of flexibility

The report stresses that various forms of, and reasons for, flexibility exist: an establishment may put in place working time flexibility to benefit the company’s production needs or to improve the work–life balance of employees, or for a combination of both reasons. The report distinguishes six types of establishment, according to their combinations of different flexible arrangements.

The report stresses the importance of this more nuanced analysis of flexibility, rather than using a simplistic ‘high–low’ continuum or axis. A company or country might have high levels of flexibility, but might have forms of flexibility in place that meet only companies’ needs.

Differences between Member States

While 36% of all companies surveyed in Europe can be categorised as high-flexibility organisations, the proportion is much higher in Finland and Sweden, where 59% and 57% are of the high-flexibility type. By contrast, in Belgium, the Czech Republic, France and the UK many companies have high levels of flexibility oriented towards benefiting the company. Meanwhile, the southern Mediterranean countries along with Belgium, Hungary, Luxembourg and Slovenia have high proportions of companies with little in the way of flexible arrangements.

Sectoral differences

When sectoral differences were examined, it was found that public administration, financial intermediation, real estate, renting and business activities, electricity, gas and water supply were among the sectors with high levels of worker-oriented flexibility. By contrast, the construction sector has an above-average number of low-flexibility companies, while the health and social work sectors have high levels of company-oriented flexibility.

The report also finds that other company characteristics are associated with type and extent of flexibility. For instance, establishments that can reliably predict variations in workload and that have a greater proportion of high-skilled employees are more likely to have high levels of worker-oriented flexibility. By contrast, establishments that have little variation of workload, and have fewer young employees, are more likely to be of the low flexibility type.

Par deslilas10 - Publié dans : Travail
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