Labour market change

Sondajul european în rândul întreprinderilor 2019: Practici de la locul de muncă prin care se deblochează potențialul angajaților

Flagship report
Publicat
13 Octombrie 2020
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Formate
Executive summary in 22 languages
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Principalele constatări

  • Sondajul european în rândul întreprinderilor 2019 demonstrează că întreprinderile își pot concepe practicile de la locul de muncă astfel încât să faciliteze generarea unor rezultate benefice atât pentru angajați, cât și pentru angajatori. Întreprinderile pot să sporească performanța și să îmbunătățească în același timp diverse aspecte ale calității muncii lucrătorilor, îmbinând practici care măresc autonomia angajaților, le permit să-și facă vocea auzită și promovează formarea și învățarea.
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  • Sondajul european în rândul întreprinderilor 2019 demonstrează că întreprinderile își pot concepe practicile de la locul de muncă astfel încât să faciliteze generarea unor rezultate benefice atât pentru angajați, cât și pentru angajatori. Întreprinderile pot să sporească performanța și să îmbunătățească în același timp diverse aspecte ale calității muncii lucrătorilor, îmbinând practici care măresc autonomia angajaților, le permit să-și facă vocea auzită și promovează formarea și învățarea.
  • Aproximativ o cincime din locurile de muncă din UE au instituit deja astfel de seturi de practici benefice. Se pot găsi exemple de succes la întreprinderi de toate tipurile, indiferent de țară, mărime, sector sau strategie de competitivitate.
  • Întreprinderile care înregistrează cel mai mare succes nu numai că au practici ajutătoare instituite, dar au și o conducere care sprijină implementarea acestor practici.
  • Formarea reprezintă o modalitate importantă de obținere a unor rezultate pozitive la locul de muncă. Majoritatea locurilor de muncă din UE oferă formare cel puțin într-o anumită măsură și cel puțin unora dintre lucrători, dar sunt puține cele care oferă oportunități cuprinzătoare de formare și învățare.
  • Întreprinderile în care există un dialog social puternic la locul de muncă înregistrează un grad mai mare de performanță și bunăstare. De asemenea, locurile de muncă unde dialogul social este caracterizat de implicare, încredere și putere de influențare tind să beneficieze de participarea directă și regulată a angajaților, ceea ce face diferența la firul ierbii.
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Sumar

Prezentul raport se bazează pe cea de-a patra ediție a Sondajului european în rândul întreprinderilor, realizat de Eurofound în colaborare cu Cedefop în 2019. Raportul descrie o paletă variată de practici și strategii puse în aplicare de întreprinderile europene pentru organizarea muncii, gestionRead more

Prezentul raport se bazează pe cea de-a patra ediție a Sondajului european în rândul întreprinderilor, realizat de Eurofound în colaborare cu Cedefop în 2019. Raportul descrie o paletă variată de practici și strategii puse în aplicare de întreprinderile europene pentru organizarea muncii, gestionarea resurselor umane, utilizarea și dezvoltarea competențelor, precum și pentru exprimarea vocii angajaților. Se prezintă modul în care se combină aceste practici și modul în care „seturile de practici” obținute influențează două tipuri de rezultate benefice angajaților și angajatorilor deopotrivă: bunăstarea la locul de muncă și performanța unității.

În cadrul analizei s-a constatat că unitățile cu cea mai mare probabilitate să genereze acest rezultat avantajos pentru toată lumea sunt cele care combină un grad mare de autonomie a lucrătorilor, o strategie motivațională echilibrată, o strategie cuprinzătoare de formare și învățare și un nivel înalt de implicare directă a angajaților în procesul decizional, aceste practici fiind sprijinite și de conducere. Pentru a impulsiona adoptarea de practici orientate înspre angajați – în special legate de autonomia, competențele și implicarea angajaților –, cadrele de conducere ar trebui să dispună de sprijin adecvat, având în vedere că joacă un rol esențial în decizia de inițiere a schimbării la locul de muncă. Ele au un rol important și în reușita procesului de schimbare, deoarece sunt persoanele care trebuie să sprijine în permanență implementarea practicilor de la locul de muncă.

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Formate

  • Raport

  • Executive summary

    Nr. referință: 
    EF20001EN1
    Catalogue info

    Sondajul european în rândul întreprinderilor 2019: Practici de la locul de muncă prin care se deblochează potențialul angajaților

    Autor(i): 
    Eurofound

    Disponibil pentru descărcare în 22 de limbi

    Descarcă
  • Working papers

    Related working papers

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    • European Company Survey 2019: Translation report
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    • European Company Survey 2019: Sampling and weighting report
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    • European Company Survey 2019: Quality control report
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  • Data

    Data visualisation

    Visualise, explore and compare EU and country data from the European Company Survey (ECS) 2019 in our interactive data visualisation tool.

    List of tables

    The ECS 2019 overview report has the following list of tables.

    Table 1: Relations between management and employees as described by the management and employee representative respondents (%)
    Table 2: Profiles of establishment types – digitalisation (%)
    Table 3: Profiles of establishment types – job complexity and autonomy (%)
    Table 4: Profiles of establishment types – recruitment (%)
    Table 5: Profiles of establishment types – workplace behaviour and motivational levers (%)
    Table 6: Involvement of the employee representative in negotiations for various pay types (%)
    Table 7: Profiles of establishment types – variable pay (%)
    Table 8: Profiles of establishment types – training and skills development (%)
    Table 9: Profiles of establishment types – direct employee participation (%)
    Table 10: Profiles of establishment types – social dialogue (%)
    Table 11: Profiles of the four groups of establishments (%)
    Table A1: Language versions created and translation approach used
    Table A2: Target and completed sample sizes
    Table A3: Employee representative types and sampling rules, by country

    List of figures

    The ECS 2019 overview report has the following list of figures.

    Figure 1: Conceptual framework for the analysis of ECS 2019
    Figure 2: Workplace well-being and establishment performance, by establishment type – job complexity and autonomy (z-scores)
    Figure 3: Types of establishment, by size (%)
    Figure 4: Sector of economic activity, by country (%)
    Figure 5: Years in operation, by establishment size (%)
    Figure 6: Prevalence of three human resources challenges, by establishment size (%)
    Figure 7: Profitability and profit expectation in 2018 (%)
    Figure 8: Change in production volume and expected employment growth (%)
    Figure 9: Workplace well-being and establishment performance, by country (z-scores)
    Figure 10: Workplace well-being and establishment performance, by sector and establishment size (z-scores)
    Figure 11: Establishment type – digitalisation, by country (%)
    Figure 12: Establishment type – digitalisation, by sector and establishment size (%)
    Figure 13: Workplace well-being and establishment performance, by establishment type – digitalisation (z-scores)
    Figure 14: Levels of innovation, by country (%)
    Figure 15: Introduction of innovation to the establishment and to the market, by sector and establishment size (%)
    Figure 16: Workplace well-being and establishment performance, by establishment type – innovation (z-scores)
    Figure 17: Degree of product market competition, by country (%)
    Figure 18: Degree of demand predictability, by country (%)
    Figure 19: Dominant product market strategy, by country (%)
    Figure 20: Dominant product market strategy, by sector (%)
    Figure 21: Market competitiveness, by dominant product market strategy (%)
    Figure 22: Workplace well-being and establishment performance, by establishment type – product market strategy (z­-scores)
    Figure 23: Collaboration and outsourcing according to activity, by sector (%)
    Figure 24: Collaboration and outsourcing, by country (%)
    Figure 25: Collaboration and outsourcing, by sector and establishment size and type (%)
    Figure 26: Workplace well-being and establishment performance, by establishment type – collaboration and outsourcing (z-scores)
    Figure 27: Forms of teamwork, by sector and establishment size (%)
    Figure 28: Establishment type – job complexity and autonomy, by country (%)
    Figure 29: Workplace well-being and establishment performance, by establishment type – job complexity and autonomy (z-scores)
    Figure 30: Establishment type – job complexity and autonomy, by digitalisation, innovation and product market strategy (%)
    Figure 31: Proportion of employees with a fixed-term contract, by country (%)
    Figure 32: Proportion of employees with a fixed-term contract, by sector and establishment size (%)
    Figure 33: Workplace well-being and establishment performance, by proportion of employees with a fixed-term contract (z-scores)
    Figure 34: Proportion of employees with a part-time contract, by country (%)
    Figure 35: Proportion of employees with a part-time contract, by sector and establishment size (%)
    Figure 36: Workplace well-being and establishment performance, by proportion of employees with a part-time contract (z-scores)
    Figure 37: Establishment type – recruitment, by country (%)
    Figure 38: Establishment type – recruitment, by sector and establishment size (%)
    Figure 39: Workplace well-being and establishment performance, by establishment type – recruitment (z-scores)
    Figure 40: Establishment type – recruitment, by digitalisation, innovation and product market strategy (%)
    Figure 41: Importance of discretionary helping behaviour, by country (%)
    Figure 42: Importance of willingness to stay longer when the work requires it, by country (%)
    Figure 43: Importance of making suggestions for improvements, by country (%)
    Figure 44: Proportion of establishments using different motivational levers, by frequency of use (%)
    Figure 45: Establishment type – workplace behaviour and motivational levers, by country (%)
    Figure 46: Establishment type – workplace behaviour and motivational levers, by sector and establishment size (%)
    Figure 47: Workplace well-being and establishment performance, by establishment type – workplace behaviour and motivational levers (z-scores)
    Figure 48: Establishment type – workplace behaviour and motivational levers, by digitalisation, innovation and product market strategy (%)
    Figure 49: Establishment type – variable pay, by country (%)
    Figure 50: Establishment type – variable pay, by sector and establishment size (%)
    Figure 51: Workplace well-being and establishment performance, by establishment type – variable pay (z-scores)
    Figure 52: Establishment type – variable pay, by digitalisation, innovation and product market strategy (%)
    Figure 53: Skills match of employees, by country (%)
    Figure 54: Speed of change in skills requirements, by country (%)
    Figure 55: Proportion of employees in jobs requiring continuous training, by country (%)
    Figure 56: Proportion of employees in jobs offering limited learning opportunities, by country (%)
    Figure 57: Dominant skills development strategy, by country (%)
    Figure 58: Proportion of employees who received training during paid working time, by country (%)
    Figure 59: Proportion of employees who received on-the-job training, by country (%)
    Figure 60: Involvement of the employee representatives in matters concerning training (%)
    Figure 61: Perceived importance of training, by country (%)
    Figure 62: Establishment type – training and skills development, by country (%)
    Figure 63: Establishment type – training and skills development, by sector and establishment size (%)
    Figure 64: Workplace well-being and establishment performance, by establishment type – training and skills development (z-scores)
    Figure 65: Establishment type – training and skills development, by digitalisation, innovation and product market strategy (%)
    Figure 66: Prevalence of tools for engaging with employees and their frequency of use (%)
    Figure 67: Areas of employee influence on management decisions, by extent of influence (%)
    Figure 68: Establishment type – direct employee participation, by country (%)
    Figure 69: Establishment type – direct employee participation, by sector and establishment size (%)
    Figure 70: Workplace well-being and establishment performance, by establishment type – direct employee participation (z-scores)
    Figure 71: Establishment type – direct employee participation, by digitalisation, innovation and product market strategy (%)
    Figure 72: Presence of official structures for employee representation, by country and establishment size (%)
    Figure 73: Configurations of employee representation structures (%)
    Figure 74: Establishments with employee and employer representation, by country (%)
    Figure 75: Establishments where the wages of any employees were set by collective bargaining, by country (%)
    Figure 76: Opinions of employee representatives about management (%)
    Figure 77: Level of influence of the employee representative on management decisions (%)
    Figure 78: Establishment type – social dialogue, by country (%)
    Figure 79: Establishment type – social dialogue, by sector and establishment size (%)
    Figure 80: Workplace well-being and establishment performance, by establishment type – social dialogue (z-scores)
    Figure 81: Establishment type – social dialogue, by digitalisation, innovation and product market strategy (%)
    Figure 82: Establishment type – social dialogue, by establishment type – direct participation (%)
    Figure 83: Groups of establishments, by country (%)
    Figure 84: Groups of establishments, by sector and establishment size (%)
    Figure 85: Workplace well-being and establishment performance, by establishment group (z-scores)
    Figure 86: Relative workplace well-being and establishment performance within each establishment group (%)
    Figure 87: Groups of establishments, by digitalisation, innovation and product market strategy (%)
    Figure A1 shows the rates for all countries in the survey
    Figure A2: Screener success rate (contact details obtained), conversion rate and overall yield rate – employee representative respondents (%)

    Customised reports

    To show appreciation for the time the ECS 2019 management respondents invested in filling out the questionnaire, Eurofound and Cedefop offered to generate a customised report for their establishment.

    The reports are generated automatically, and compare the establishment with other establishments in the same country, size category and sector. They include information on market characteristics, product market strategy, innovation, establishment performance, workplace relations, and human resources challenges.

    Over 13,000 respondents requested to receive such a customised report. Upon finalisation of the dataset the at the end of 2019, the reports were generated, and they were distributed to respondents in the beginning of 2020.

  • Questionnaires

    Reader-friendly versions of the source questionnaires are available:

    Language versions

This report presents the results of research conducted largely prior to the outbreak of COVID-19 in Europe in February 2020. For this reason, the results do not fully take account of the outbreak.

Cercetările efectuate înainte de retragerea Regatului Unit din Uniunea Europeană la 31 ianuarie 2020 și publicate ulterior pot include date referitoare la cele 28 de state membre ale UE. În lipsa unor indicații contrare, după această dată, cercetările vor lua în considerare numai cele 27 de state membre ale UE (UE28 minus Regatul Unit).

Part of the series

  • European Company Survey 2019

    Eurofound’s European Company Survey (ECS) maps and analyses company policies and practices which can have an impact on smart, sustainable and inclusive growth, as well as the development of social dialogue in companies. This series consists of outputs from the ECS 2019, the fourth edition of the survey. The survey was first carried out in 2004–2005 as the European Survey on Working Time and Work-Life Balance. 

  • European Company Surveys

    The European Company Survey (ECS) is carried out every four to five years since its inception in 2004–2005, with the latest edition in 2019. The survey is designed to provide information on workplace practices to develop and evaluate socioeconomic policy in the EU. It covers issues around work organisation, working time arrangements and work–life balance, flexibility, workplace innovation, employee involvement, human resource management, social dialogue, and most recently also skills use, skills strategies and digitalisation.

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