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Employment Agencies (employment + agencies)
Selected AbstractsThe operation and management of agency workers in conditions of vulnerabilityINDUSTRIAL RELATIONS JOURNAL, Issue 5 2010Sonia McKay ABSTRACT This article focuses on the operation and management of agency labour by employers and observes that there are strong contradictions between the employers' stated reasons for using agency labour and the employment agencies' perceptions of why such labour is utilised. While discussing agency labour generally, the article also takes account of the position of migrant workers within the agency sector, since agencies have represented a significant route into employment for migrant labour. It draws primarily on 22 in-depth interviews with employers and employment agencies mainly in the food processing, cleaning and care sectors. The research revealed that while some employers were using agency staff to cover for specific peaks in production, others had used it as an alternative method of dealing with vacancies that otherwise might have resulted in permanent employment. [source] Mutual expectations: a study of the three-way relationship between employment agencies, their client organisations and white-collar agency ,temps'INDUSTRIAL RELATIONS JOURNAL, Issue 1 2004Janet Druker ABSTRACT This paper examines the mutual expectations of employment agencies, the temporary workers who are placed by them and the client or host companies with whom they are placed. It considers the ambiguities and complexities inherent in the psychological contracts of agency temps, pointing to positive dimensions of the agency relationship with temps coupled with a tough transactional regime. In periods of uncertainty agency temping provided individuals with an illusion of freedom and control. [source] Starting a New Job: The Social and Emotional Experience of People with Intellectual DisabilitiesJOURNAL OF APPLIED RESEARCH IN INTELLECTUAL DISABILITIES, Issue 5 2009Andrew Jahoda Background, Employment is viewed by policy makers as both a human right and as a means of changing the marginalized status of people with intellectual disabilities, with important social and emotional benefits. However, there has been little longitudinal research examining the experience of people with intellectual disabilities in the workplace. Methods, Thirty-five individuals with mild to borderline intellectual disabilities participated in this study. They were recruited from supported employment agencies in Scotland. A longitudinal approach was adopted, with the participants being interviewed around the time of starting their jobs, and again 9,12 months later. Results, The content analyses of the semi-structured interviews indicated that the participants perceived continuing benefits from entering mainstream employment, including more purposeful lives and increased social status. However, over the follow-up period the participants reported few social opportunities that extended beyond the workplace, and an anxiety about their competence to meet employers' demands remained a concern for some. Conclusions, The discussion addresses the importance of understanding work in relation to the participants' wider lives, along with the longer-term role for supported employment agencies to help people achieve their social and emotional goals in a vocational context. [source] Psychological Factors Associated with Obtaining EmploymentJOURNAL OF APPLIED RESEARCH IN INTELLECTUAL DISABILITIES, Issue 2 2007Elizabeth Hensel Background, Less than 10% of people with intellectual disabilities are employed. The aim of the present study was to investigate what psychological factors might predict employment outcome for people with intellectual disability who had received a placement in a supported employment service. Method, Sixty people were interviewed whilst they were in the supported employment preparation agency and where possible 3 and 9 months after leaving. The structured interview included a number of psychological measures. Those who subsequently gained employment were compared with those who did not. Results, Those who gained employment were significantly more motivated by status aspiration, and judged themselves significantly less happy than those who did not gain employment, at the first interview. Conclusions, It is possible that people who are more dissatisfied with their life might be more motivated to change their circumstances. Supported employment agencies might consider using a measure of motivation as an entry criterion or as a way of identifying who needs help with developing motivation. [source] Surveying Supported Employment in Finland: A Follow-upJOURNAL OF POLICY AND PRACTICE IN INTELLECTUAL DISABILITIES, Issue 4 2007Timo Saloviita Abstract, The longitudinal status of supported employment in Finland was examined via a 2003 nationwide survey sent to job coaches involved in supporting workers with intellectual and other disabilities. Sustained supported employment, defined as "paid work in integrated settings with ongoing supports that contained at least two on-site visits per month at the worksite" was identified at 22 organizations that supported 52 workers. The results of the current survey were compared with those gained from similar surveys conducted in 1998, 1999, and 2001. Comparison of data over a 6-year period showed a decline in the provision of intensive employment supports and appeared to reflect both a change in European public policy on employment supports, and a conceptual shift in supported employment from a paradigm for people with significant disabilities to a technical tool for the employment of people with limited support needs. Along with this change, supported employment agencies in Finland were found to have progressively barred people with significant disabilities from being their customers. [source] New Contractual Relationships in the Agency Worker Market: The Case of the UK's National Health ServiceBRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 3 2008Kim Hoque In recent years, there has been a trend towards the negotiation of closer contractual relationships between employers and employment agencies. However, little is known about this change or its likely consequences. In theory, such relationships can benefit employers by lowering fees and also reducing many of the hidden costs associated with the use of agency staff by improving the effectiveness of placement matching. Against this is the suggestion that formal partnerships are unlikely to have a positive impact given the uncertainty of demand for temporary labour and broader tendencies for risk displacement in buyer,supplier networks. In this article, our aim is to explore this matter focusing on recent developments in the UK's National Health Service. We find that new contractual relationships such as framework agreements and master vendor contracts are having mixed effects. While they serve to reduce direct costs for employers in the short term, this has been at the expense of relationship building and improvements in placement matching. These developments are also found to have some potentially negative consequences for the agency workforce itself. [source] | |||||||||||||