What policies is needed to make work more attractive? - Fernandez Zurita (Ignacio)

WHAT POLICIES ARE NEEDED TO MAKE WORK WHAT POLICIES ARE NEEDED TO MAKE WORK MORE ATTRACTIVE?MORE ATTRACTIVE?

The Role of Social PartnersThe Role of Social Partners

Lyon, 2-3 October 2008

Quality of Work in Europe: 2010 and Quality of Work in Europe: 2010 and beyondbeyond

Ignacio Fernández Zurita

CONFEMETAL: The National Employers’ CONFEMETAL: The National Employers’ Organisation of the Metal Sector in SpainOrganisation of the Metal Sector in Spain

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Member of the Spanish Confederation of Employers’ Organisations (CEOE) – member, at the same time, of the Confederation of European Business (BUSINESSEUROPE)

Integrated by 75 employer organisations, covering a broad range of metal activities at industry, commerce and services-related level

Some 90.000 companies (mainly SMEs), employing more than 1.5 million workers

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NEW ECONOMIC CONTEXT FOR COMPANIES NEW ECONOMIC CONTEXT FOR COMPANIES ______________________________________________________________________________________________________________________________________________________________________________________

Globalisation and ever increasing technological and organisational changes Need to equip workers with the right skills and competences

Larger companies acting globally as a result of externalisation/outsourcing and merger & acquisition processes Need to update and optimise resources

Increasing life expectancy and declining birth rates in the EU will result in an ageing population and declining workforce Need to attract more people to work (largely depends on the existance of flexible and dynamic labour markets)

NEW TENDENCIES IN HR POLICIES NEW TENDENCIES IN HR POLICIES ______________________________________________________________________________________________________________________________________________________________________________________

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i.e. Individual/group & company objectives and financial participation plans; sharing of knowledge/know-how and promotion of team work along with empowerment; use of adaptable patterns as regards working time, etc

BASIC AIM: Involving workers within the objectives and strategy of the company, improving their mobility and their adaptability to different

tasks and scenarios

Creating and maintaining an environment that ensures a thriving and competitive industrial sector, thus enabling companies to generate sustainable and high quality employment, should be a common goal for all stakeholders in Europe

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FLEXICURITY AS A KEY DIMENSION OF FLEXICURITY AS A KEY DIMENSION OF ““WORK ATTRACTIVENESS” WORK ATTRACTIVENESS”

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Making labour markets more flexible and dynamic + equipping workers with the right skills and competences + attracting more

people to work at the core of the FLEXICURITY APPROACH:

« employment security vs. job security »

Wages Working time arrangements Job classification Flexible forms of employment Lifelong learning policies ensuring workers’ employability by improving their

competences and qualifications + ALMP & efficient and sustainable social protection systems

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FLEXICURITY AS A KEY DIMENSION OF FLEXICURITY AS A KEY DIMENSION OF ““WORK ATTRACTIVENESS” – The Spanish case (I)WORK ATTRACTIVENESS” – The Spanish case (I)

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After labour market reform of 1994: many possibilities to soften the rigidities of the Spanish legal framework through collective agreements …

… BUT collective bargaining still conservative and does not lead to innovative forms of work organisation

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FLEXICURITY AS A KEY DIMENSION OF FLEXICURITY AS A KEY DIMENSION OF ““WORK ATTRACTIVENESS” – The Spanish case (II)WORK ATTRACTIVENESS” – The Spanish case (II)

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Flexible Working Time Arrangements Annual working time and possibilities for irregular distribution of working time (generally through the establishment of individual working time accounts)

New Job Classification System a few professional groups instead of traditional countless job categories (facilitates functional mobility, provides with greater flexibility and makes the structure of wages more rational)

Positive examples of flexicurity:

FLEXICURITY AS A KEY DIMENSION OF FLEXICURITY AS A KEY DIMENSION OF ““WORK ATTRACTIVENESS” – The Spanish case (III)WORK ATTRACTIVENESS” – The Spanish case (III)

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Negative examples of flexicurity:

Intricate and, to a certain extent, old-fashioned structure of wages the weight of the fixed part of salaries is far exceeding that of variable concepts linked to results, productivity, or the competitiveness of companies

Regulation by c.a. of clauses to promote employment and of contractual arrangements often introducing additional limits to those set up by law (remaning clichés, e.g. flexible forms of employment as synonymous for increased insecurity and precariousness)

FURTHER DIMENSIONS OF FURTHER DIMENSIONS OF ““WORK ATTRACTIVENESS”WORK ATTRACTIVENESS”

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Reconciliation of professional, private and family life:

- Key role of European Social Partners

- Provision of quality, accessible and affordable

childcare for all (currently below Barcelona targets) Health & Safety at work:

- New Spanish national strategy (entered into force in

June 207

- Need for a more preventive-oriented policy and culture Equal Opportunities for men and women (Spanish Organic Law 3/2007) Spanish Inter-professional framework agreements on collective

bargaining impact of new ICTs on employment and training related issues

CONCLUSIONS AND CHALLENGES FOR THE FUTURE CONCLUSIONS AND CHALLENGES FOR THE FUTURE ______________________________________________________________________________________________________________________________________________________________________________________

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Social partners play a decisive role striving to foster economic prosperity through the continuous modernisation of working conditions and of workplaces C.B. is an excellent tool to achieve that goal as long as its contents do not embrace similar rigidities and its structure is well adapted to the specific sector or company’s needs

Quality of work and employment go hand in hand with economic performance and productivity at work

Yet, need for complementary further actions concerted by the different stakeholders at all levels in the raise of the standards for practices known to affect the quality of work life

Taking up steps to improve productivity and innovation and creating a regulatory (and bargaining) framework that encourages, rather than stifles, competitiveness, will be the best – and probably the only – way to continue creating good quality jobs and generating wealth for our societies within Europe

FURTHER INFORMATION FURTHER INFORMATION ______________________________________________________________________________________________________________________________________________________________________________________

Confederación Española de Organizaciones Empresariales del MetalPríncipe de Vergara, 74 – 28006 Madrid, Spain

Phone No.: +34 91 562 55 90

Fax No.: +34 91 563 57 58 E-mail: [email protected]: http://www.confemetal.es

What policies is needed to make work more attractive? - Fernandez Zurita (Ignacio)

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