The different faces of international posting: Why do companies use posting of workers?

Lens, Dries; Mussche, Ninke; Marx, Ive

doi:10.1177/09596801211023262

Cited by 7 publications

(8 citation statements)

References 30 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Manufacturing companies, including the ones in the chemical industry, delegate employees to work abroad. This solution is associated with problems of not only legal, tax, and economic (Aranea et al, 2022; Lens et al, 2022; VDR, 2020) but also technological nature. According to Orzes et al (2018) and Caruso (2018), the implementation of Industry 4.0 must deal with many challenges.…”

Section: Literature Reviewmentioning

confidence: 99%

“…While the definition was made for inter-EU postings, the definition can be used worldwide, as there is always a sending and a receiving state. Lens et al (2022) describe that workers posted to work abroad perform service contracts for their employer and are subject to the labor law of the host country. A posted worker can have any kind of tasks abroad: a technical focus, supporting the host company with technical advice, conducting a project character where collaboration is the major focus, a managerial purpose, sales venture or any kind of networking activity.…”

Section: Literature Reviewmentioning

confidence: 99%

“…However, the presented issue is not limited only to the specificity of the chemical industry in Germany. Posting of workers is a common reality in all EU Member States and in all export-oriented industries (De Wispelaere & Pacolet, 2019; Lens et al, 2022). The problem relates to existing travel restrictions in connection with the COVID-19 pandemic and in the context of the carbon footprint of business travel.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Impact of Industry 4.0 Technology on International Posting of Workers

2023

View full text Add to dashboard Cite

Posting of workers is a common reality in all EU Member States and in all export-oriented industries. The problem relates to existing travel restrictions in connection with the COVID-19 pandemic and in the context of the carbon footprint of business travel. In this context, the development of new Industry 4.0 technologies plays a significant role. The aim of the article is to identify the impact of Industry 4.0 technology on the international posting of workers in light of the COVID-19 pandemic on example of the German chemical industry. The basis of the analysis are two factor conditions of the Diamond Model of M.E. Porter: innovation and human capital. A qualitative study was conducted with experts in Industry 4.0 that regularly post workers. The results indicate that the COVID-19 pandemic has accelerated the pace of technology adoption (especially Augmented Reality cluster). Industry 4.0 technologies enable companies to reduce the posting of workers. For this purpose, IT skills are now the most important, followed by communication, flexibility, and openness, as well as soft, team and didactic skills. JEL Codes: F23, J61, O33

show abstract

Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Impact of Industry 4.0 Technology on International Posting of Workers

2023

View full text Add to dashboard Cite

show abstract

“…For example, inside the European Union and the European Free Trade Area (EU/EFTA), or the European Economic Area (EEA), as it is known, ‘posted workers’ are salaried or self‐employed workers who generally carry out their activity in another member state while staying affiliated to the social security system in their home country. Almost 3 million postings were recorded inside the EEA in 2018 (Lens et al., 2022; OECD, 2020). To complicate the definitional points further, each of these categories may be treated differently in different national legislations, including their approaches to things like health charges and partner employment.…”

Section: Issues Of Definition and Datamentioning

confidence: 99%

Intra‐company transfers: The government/corporate interface in the United Kingdom

Salt

Brewster

2022

Global Networks

View full text Add to dashboard Cite

This paper explores the role of intra-company transfers in the United Kingdom government's labour immigration policy over the last quarter century. It demonstrates their role in determining the number of non-European Economic Area foreigners working in the country and examines the way policy, both generally and specifically, has developed. It presents new statistical data and uses that evidence to examine the interplay between the government and multinational corporations in the determination of a significant element of foreign labour immigration. Its findings demonstrate that intra-company transfers have consistently played a major role in the management of UK labour immigration with a small number of occupations and countries of origin characterizing the system at various times. It concludes that the system has operated through a symbiotic relationship between government and major companies to the mutual benefit of both. However, 'Brexit' and the COVID-19 pandemic are leading to reassessment of political and corporate objectives.

show abstract

“…Pracownik delegowany, w odróżnieniu od migranta zarobkowego, po zakończeniu zagranicznego kontraktu zobligowany jest wrócić do kraju, z którego został delegowany (Matyska 2019). W ostatnich kilku latach, instytucja delegowania pracowników stała się korzystnym finansowo sposobem rozwiązywania problemu deficytu określonych kategorii pracowników (Leiber, Matuszczyk, Rossow 2019;Lens, Mussche, Marx 2022).…”

unclassified

Infrastruktura delegowania pracowników: przykład transgranicznego sektora opieki domowej

Matuszczyk

Salamońska

Brzozowska

2022

Stud. Migr. Prz. Pol.

View full text Add to dashboard Cite

Skala delegowania pracowników w ramach swobody przepływu usług jest znacznie niższa niżskala swobodnego przepływu pracowników, jednak delegowanie jako forma mobilności zyskuje w ostatnich kilku latach na znaczeniu. Szczególnym zainteresowaniem ciesząsięstrategie pracodawców w zakresie obchodzenia przepisów prawa oraz adaptacji do zmieniającej sięrzeczywistości prawnej po 2014 roku. Celem niniejszego artykułu jest wyjaśnienie uwarunkowań, w których pracodawcy, w tym agencje pracy tymczasowej, delegująpracowników z Polski do innych państw należących do Europejskiego Obszaru Gospodarczego. Stawiamy pytanie o strategie i codzienne praktyki podejmowane przez podmioty delegujące pracowników sektora opieki domowej. Polska stanowi tu szczególny przykład przewodniego kraju pod względem liczby delegowanych pracowników do innych państw. Wykorzystując koncepcjęinfrastruktury migracyjnej (Xiang, Lindquist 2014), wyjaśniamy pięćgłównych wymiarów warunkujących funkcjonowanie pracodawców delegujących pracowników: wymiar społeczny, komercyjny, pozarządowy, regulacyjny oraz technologiczny. Przeprowadzona analiza materiału empirycznego, zebranego w latach 2018–2021, dowiodła, że pomimo barier i utrudnieńw procesie delegowania pracowników, przedsiębiorstwa wykorzystujądostępne uwarunkowania oraz wsparcie oferowane przez podmioty komercyjne świadczące usługi doradcze. Wpływ na podejmowane przez pracodawców strategie ma także specyfika samej branży opieki domowej, w której dominująnieformalne praktyki, tymczasowośćoraz deficyt wykwalifikowanych pracowników. Posting infrastructure: the example of the cross-border home care sector Although the scale of the posting of workers under the free movement of services is much lower than that of the free movement of workers, the issues around posting of workers have become increasingly important in the last few years. In particular, employers developed strategies for circumventing the law and adapting to the changing legal reality after 2014. The aim of this article is to explain the conditions under which employers, including temporary work agencies, post workers from Poland to other countries of the European Economic Area. We pose the question about the strategies and daily practices undertaken by those employers posting workers in the home care sector. Poland is an key country in terms of the number of workers posted to other countries. Employing the concept of migration infrastructure (Xiang, Lindquist 2014), we describe five main dimensions conditioning how employers post workers: social, commercial, non-governmental, regulatory and technological dimensions. The analysis of the empirical material gathered between 2018 and 2021 shows that despite the barriers and impediments in the process of posting workers, companies take advantage of particular circumstances and support offered by commercial actors. The strategies taken by employers are also influenced by the specificity of the home care industry itself, which is dominated by informal practices, temporariness and a deficit of skilled workers.

show abstract

The different faces of international posting: Why do companies use posting of workers?

Cited by 7 publications

References 30 publications

Impact of Industry 4.0 Technology on International Posting of Workers

Impact of Industry 4.0 Technology on International Posting of Workers

Intra‐company transfers: The government/corporate interface in the United Kingdom

Infrastruktura delegowania pracowników: przykład transgranicznego sektora opieki domowej

Contact Info

Product

Resources

About