Eagrú na hoibre
Is éard atá i gceist le heagrú oibre ná deighilt an tsaothair, comhordú agus rialú na hoibre: an chaoi a roinntear an obair ina thascanna poist, cuachadh tascanna i bpoist agus ina sannadh, idirspleáchais idir oibrithe, agus conas a dhéantar obair a chomhordú agus a rialú chun spriocanna na heagraíochta a bhaint amach. Cuimsíonn sé na tascanna a dhéantar, cé a dhéanann iad agus conas a dhéantar iad sa phróiseas chun táirge a dhéanamh nó seirbhís a sholáthar. Tagraíonn eagrú oibre dá bhrí sin don chaoi a ndéantar obair a phleanáil, a eagrú agus a bhainistiú laistigh de chuideachtaí agus do roghanna ar réimse gnéithe amhail próisis oibre, dearadh poist, freagrachtaí, leithdháileadh tascanna, sceidealú oibre, luas oibre, rialacha agus nósanna imeachta, agus próisis chinnteoireachta.
Faigh an t-ábhar is déanaí ar an ábhar seo thíos.
An t-aistriú chuig obair hibrideach: Dúshláin bhainistíochta - Scéal digiteach
Cuireann an scéal digiteach seo príomhthorthaí i láthair ar an gcaoi a bhfuil obair hibrideach ag athmhúnlú cleachtais bhainistíochta ag leibhéal an bhainisteora líne: Cén fáth go n-éilíonn obair hibrideach foirmeacha nua comhordúcháin; Conas a choinníonn bainisteoirí infheictheacht agus maoirseacht feidhmíochta gan comhláithreacht fhisiciúil; Cad a chothaíonn comhtháthú agus folláine foirne ar fud foirne scaipthe; Conas is féidir rochtain chothrom ar fhaisnéis agus ar dheiseanna a chinntiú; Áit a bhfuil treoir nó tacaíocht beartais is mó ag teastáil.An t-aistriú go dtí obair hibrideach: Dúshláin bhainistíochta
Chuir paindéim COVID-19 dlús leis an aistriú go hobair hibrideach, áit a roinneann fostaithe a gcuid ama idir obair go cianda agus ar an láthair. Cé go dtugann an tsamhail seo níos mó solúbthachta, tugann sé dúshláin nua do bhainisteoirí líne agus do mhaoirseoirí eile. Scrúdaíonn an tuarascáil seo an chaoi a ndéanann obair hibrideach eagrú oibre a athmhúnlú agus a théann i bhfeidhm ar chleachtais bhainistíochta laethúla ag leibhéal an bhainisteora líne, ag díriú ar athruithe i gcomhordú, cumarsáid, bainistíocht feidhmíochta agus folláine fostaithe.Bainistíocht algartamach in ionaid oibre na hEorpa: Impleachtaí d'eagrú oibre agus dálaí oibre
Cuireann an staidéar seo anailís thánaisteach ar shonraí ón Seachtú Suirbhé Eorpach ar Dhálaí Oibre (EWCS 2024) de chuid Eurofound ina ndéantar iniúchadh ar leitheadúlacht na dteicneolaíochtaí digiteacha in ionaid oibre nua-aimseartha agus ar scaipeadh cleachtais bhainistíochta algartamacha. Trí nochtadh tuairiscithe oibrithe do chláir ríomhaireachta a dhéanann monatóireacht ar fheidhmíocht, tascanna a leithdháileadh agus obair a sceidealú a nascadh le táscairí cáilíochta an phoist, déanann an anailís measúnú ar an gcaoi a ndéanann an teicneolaíocht obair a athmhúnlú. Sainaithníonn sé freisin próifílí oibrithe ar leith bunaithe ar phatrúin úsáide na teicneolaíochta digití agus na saintréithe a bhaineann le gach próifíl. Cuirfidh na torthaí bonn eolais faoi cheapadh beartas atá dírithe ar phoist ardchaighdeáin a chur chun cinn in ionaid oibre atá ag éirí níos digití.Scrúdaíonn taighde Eurofound na bealaí éagsúla ina n-eagraítear an obair ar fud eagraíochtaí agus na héifeachtaí a d'fhéadfadh a bheith acu ar tháirgiúlacht, ar éifeachtúlacht agus ar iomaíochas, chomh maith le dálaí oibre, folláine oibrithe agus inbhuanaitheacht na hoibre thar feadh an tsaoil. Tá baint ag roinnt cineálacha eagrúcháin oibre le caighdeán níos fearr oibre agus fostaíochta. Leagann na foirmeacha eagrúcháin oibre seo, atá níos dírithe ar dhaoine, béim ar luach na hoibre foirne, a úsáid scileanna agus a fhorbairt scileanna, chomh maith le rannpháirtíocht agus neamhspleáchas na bhfostaithe.
Is gné thábhachtach í eagrú na hoibre a thacaíonn le forbairt eacnamaíoch agus ghnó, agus tá iarmhairtí tábhachtacha aici ar tháirgiúlacht, nuálaíocht, ar dhálaí oibre agus ar fholláine na n-oibrithe. Trí chineálacha áirithe eagrúcháin oibre a chur chun cinn, rannchuidítear leis na cuspóirí atá leagtha síos i gClár Oibre Scileanna Eorpach an Choimisiúin Eorpaigh maidir le hiomaíochas inbhuanaithe, cothroime shóisialta agus athléimneacht a seoladh an 1 Iúil 2020 agus a thionscadail nuálaíochta san ionad oibre a bhaint amach. Is é is aidhm do na cuspóirí sin an Eoraip a bhogadh i dtreo geilleagar eolasbhunaithe níos iomaíche, a bheidh dírithe ar fhórsa saothair oilte agus ar nuálaíocht – ní hamháin i dtáirgí agus i bpróisis ach freisin i n-eagrú na hoibre agus i gcaighdeáin cháilíochta na hoibre, agus é ag aistriú chuig geilleagar digiteach agus neodrach ó thaobh carbóin de. Thiomnaigh an Coimisiún Eorpach 2023 mar Bhliain Eorpach na Scileanna chun tacú le forbairt scileanna agus chun cabhrú le cuideachtaí dul i ngleic le ganntanas scileanna san AE.
Is féidir le nuálaíocht san ionad oibre agus an nasc leis an gcaoi a n-eagraítear an obair tarlú ar bhealaí éagsúla, lena n-áirítear athruithe ar struchtúr gnó agus ar mhúnlaí gnó, bainistíocht acmhainní daonna, caidrimh le cliaint agus soláthraithe, nó sa timpeallacht oibre féin. Tá ról tábhachtach le himirt ag idirphlé sóisialta freisin maidir le heagrú na hoibre atá dírithe ar acmhainneacht na bhfostaithe a chothú, mar a leagadh béim i dTreoir an AE maidir le fostaithe a chur ar an eolas agus dul i gcomhairle leis. Athdhearbhaítear i gColún Eorpach na gCeart Sóisialta an tábhacht a bhaineann le hidirphlé sóisialta agus le hoibrithe a bheith rannpháirteach i bpróisis a bhaineann le heagrú na hoibre.
An Coimisiún Eorpach: Clár Oibre Scileanna don Eoraipopens in new tab
An Coimisiún Eorpach: Bliain Eorpach na Scileannaopens in new tab
An Coimisiún Eorpach: Nuálaíocht san ionad oibreopens in new tab
An Coimisiún Eorpach: Colún Eorpach na gCeart Sóisialta i 20 prionsabalopens in new tab
Is rogha é seo de na torthaí is tábhachtaí don ábhar seo.
25 May 2023
Hybrid work in Europe: Concept and practice
The term ‘hybrid work’ was popularised with the upsurge of telework during the COVID-19 pandemic, when companies and employees started to discuss ways of organising work after the crisis. The term has been increasingly used to refer to situations in which (teleworkable) work is carried out from two sites: at the usual place of work (normally the employer’s premises) and from home (as experienced during the pandemic) or other locations. However, the concept of hybrid work is still fuzzy and various meanings are attributed to it. This report aims to bring clarity to this concept by exploring the available information from two main sources: recent literature and contributions provided by the Network of Eurofound Correspondents from across the European Union. It summarises the main debates around hybrid work in the Member States and shows how hybrid work has been implemented in practice across Europe. The main hindrances, challenges, benefits and opportunities of hybrid work are also discussed.
9 December 2021
Business not as usual: How EU companies adapted to the COVID-19 pandemic
This report aims to support European businesses in navigating the challenges of the COVID-19 pandemic. The focus is on workplace practices and features that have helped establishments across the EU to develop operational resilience while keeping employees and customers safe. The report investigates how EU establishments initially reacted to the external shock brought about by the outbreak of the pandemic and how they subsequently adapted their workplaces. It also explores the impact of the pandemic on the health and well-being of workers and how the COVID-19 outbreak and subsequent disruptions affected business operations and work organisation.
24 October 2021
Digitisation in the workplace
Research into the transformative potential of the digital revolution tends to take a quantitative approach in an attempt to monitor changes in employment levels due to digitalisation. The fear of potential job losses and negative disruption brought about by digital technologies has permeated the policy debate on digitalisation. In contrast, this report, based on case study research, takes a more qualitative approach to exploring the impact of selected digital technologies (internet of things, 3D printing, and virtual and augmented reality) in the workplace. While digital technologies can bring many opportunities and have been shown to be beneficial for both workers and organisations, there is a need to put safeguards in place to ensure employee data protection and privacy. A well-functioning social dialogue is also key to reaping the benefits of digital technologies and preventing – or minimising – any negative outcomes.
26 February 2021
Working conditions and sustainable work: An analysis using the job quality framework
This flagship report summarises the key findings of Eurofound’s research on working conditions conducted over the programming period 2017–2020. It maps the progress achieved since 2000 in improving working conditions and examines whether all workers have benefited equally from positive change. It highlights which groups are the most at risk of experiencing poor working conditions and being left behind. Given the changes in the world of work, emerging challenges for good job quality are identified. The report also provides evidence for measures that could lead to the further improvement of work and the achievement of fair working conditions for all in the EU. The analysis shows that, overall, job quality in the EU is improving, if slowly. Not all workers are benefiting to the same extent, however. Furthermore, gender, age and contractual status have a significant bearing on a person’s working conditions. And while digitalisation helps to address some job quality issues, it also creates new challenges. The COVID-19 pandemic has exacerbated trends, reinforcing concerns and highlighting the importance of achieving job quality for all.
12 October 2020
European Company Survey 2019 - Workplace practices unlocking employee potential
This report is based on the fourth edition of the European Company Survey (ECS), which was carried out jointly by Eurofound and Cedefop in 2019. It describes a wide range of practices and strategies implemented by European companies in terms of work organisation, human resource management, skills use and skills development, and employee voice. The report shows how these practices are combined and how the resulting ‘bundles of practices’ are associated with two outcomes beneficial to employees and employers: workplace well-being and establishment performance.
The analysis finds that the establishments that are most likely to generate this win–win outcome are those that combine a high degree of worker autonomy, a balanced motivational strategy, a comprehensive training and learning strategy, and high levels of direct employee involvement in decision-making, as well as offering managerial support for these practices. To boost the adoption of employee-oriented practices – particularly in relation to autonomy, skills and employee involvement – managers should be offered appropriate support, as they play a key role in the decision to initiate workplace change. They are also crucial to its success, as they must continuously support the workplace practices implemented.
6 July 2020
How does employee involvement in decision-making benefit organisations?
How do organisations get the best out of their employees? Research on human resource management has found that a key practice is employee involvement: enabling employees to make decisions on their own work and to contribute to organisational decision-making. A high degree of employee involvement creates work environments that are highly motivational and that emphasise skill development. And this is the type of work environment that organisations need to meet the demands for innovation and adaptability to technological change in a knowledge-driven economy. This policy brief examines the empirical evidence that workplaces where employee involvement is high are more successful in developing the capacity for high performance in workers than workplaces with lower levels of involvement. It examines the influence of work organisation on two factors contributing to performance: work engagement and skill development.
Soláthraíonn taighdeoirí Eurofound léargas saineolaithe agus is féidir teagmháil a dhéanamh leo le haghaidh ceisteanna nó fiosrúcháin ó na meáin.
Gijs van Houten
Senior research managerIs bainisteoir taighde sinsearach é Gijs van Houten san aonad Fostaíochta ag Eurofound. Tá saineolas ar leith aige ar mhodheolaíocht suirbhé trasnáisiúnta agus ar anailís ar chleachtais agus straitéisí eagraíochtúla san ionad oibre. Tá sé i gceannas ar thascfhórsa Eurofound maidir le bailiú sonraí agus tá sé freagrach as dearadh agus modheolaíocht an tSuirbhé Eorpaigh ar Choinníollacha Oibre 2024, a bheidh ina chéim thábhachtach i suirbhéanna atá cruthúnas sa todhchaí in Eurofound. Sula ndeachaigh sé isteach i Eurofound in 2010, d'oibrigh sé in Institiúid Thaighde Sóisialta na hÍsiltíre (SCP). Chaith Gijs bliain ar shiúl in 2016, ag obair ag Ionad Taighde Pew i Washington, DC. Tá Máistreacht aige sa tSocheolaíocht ó Ollscoil Radboud Nijmegen agus PhD san Eolaíocht Shóisialta ó Ollscoil Utrecht.
Tugann an rannán seo rochtain ar an ábhar ar fad a foilsíodh faoin ábhar.
