Inhyrningens logik. Långtidsinhyrda arbetare och tjänstemäns utvecklingsmöjligheter och upplevda anställningsbarhet

• Long time use of temporary agency workers in Sweden is a sparsely researched phenomenon. This article sets out from the Swedish Work Environment Act. Employers hiring out manpower is responsible for their employees and is duty bound to carry out longterm measures relating to the working environment, e g with regard to training, and also plan and follow up the work carefully. The overall aim of the article is to give a deeper understanding of the working conditions of blue collar and white collar agency workers, with focus on opportunities for learning and on the job training and how this affects their perceived employability. Comparisons are also made between the agency workers and the user firm employees. Case studies were made at five companies with a history of long time use of agency workers. In total 57 in depth interviews were carried out with HR-managers, trade union representatives, managers and blue collar and white collar workers, both agency workers and user firm employees. The results shows that agency workers have less learning opportunities and less on the job training, which leads to a lower perceived employability compared to user firm employees. The explanation is that there’s a logic that regulates the user firms’ usage of agency workers. This logic in turn affects agency workers’ opportunities for learning and on the job training. When user firms take on agency workers for blue collar or white collar work, the initial period for learning the work tasks is rather long (from two months up to one year). This is due to that the work tasks agency workers are assigned to, is basically the same as the one assigned to user firm employees. Because of this “investment” in initial training, the user firms require to keep on the same individual agency worker. In effect, agency workers on long time assignments don’t get more on the job training than what is required to fulfil the assignment, and any agency initiated training, e g rotation between assignments, is not possible due to the user firm’s requirements. These and other requirements by user firms have in essence a great influence on the Swedish market for staffing agencies. Also, the work agencies in this study had a poor and sporadic contact with it’s employees, and don’t seem to live up to the legal requirements on this issue.

Ämnesord

SAMHÄLLSVETENSKAP  -- Annan samhällsvetenskap -- Arbetslivsstudier (hsv//swe)

SOCIAL SCIENCES  -- Other Social Sciences -- Work Sciences (hsv//eng)

Nyckelord

Bemanningsbranschen

bemanningsanställda

hyresarbetskraft

bemanningsföretag

utvecklingsmöjligheter

utveckling i arbetet

anställningsbarhet

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