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Title:Regular and temporary employees in project organized business pay different attention to preconditions for learning
Authors:Augustsson, Gunnar (Author)
Rasmusson, Maria (Author)
Files:.pdf Organizacija_2018_Augustsson,_Rasmusson_Regular_and_Temporary_Employees_in_Project_Organized_Business_Pay_Different_Attention_to_Precond.pdf (408,38 KB)
MD5: 48DB8971BB85BEEDB543062C28391059
 
URL https://content.sciendo.com/view/journals/orga/51/2/article-p97.xml
 
Language:English
Work type:Scientific work (r2)
Typology:1.02 - Review Article
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:Background and purpose: The purpose is to investigate whether regular and temporary staff differ in their perceptions of preconditions for learning and if there are some qualitative aspects that can be considered particularly significant in these differences. Design/Methodology/Approach: The approach consists of a case study based on both quantitative and qualitative data collected via an online questionnaire and individual interviews. Results: The paper question the understanding of the organization as a singular and more or less cohesive unit. On an organizational level, the project owner who hires staff does not care for competence transfer between regulars and temps, or between different groups of staff. At the individual level, temps are more focused on their specific task compared to regulars. Regulars’ seems to safeguarding a community or an organizational perspective, while temps are looking for their own good. Conclusions: There is a risk that one social unit differs, in attention payed to preconditions for learning, from another, when an organization use temporary staff. Therefore, the scientific value of this paper is that using temps may result in or be a consequence of a fragmented organization. The findings show no competence transfer in projects with both temps and regulars, and the project owner takes no active responsibility for human resource planning in terms of competence transfer between different groups of staff. The implications underline that long-term efficiency and rationality in an organization does not always have priority over organizational affiliation even with the hiring of expertise. When this happens, it may lead to a fragmented personnel group that is divided in thinkers/organizers and, performers/doers. When this happens, important practical skills fall outside of the organization, which in a metaphorical sense means that the hand is separated from the brain. Therefore, organizations with temporary staff need to plan for how to enable competence transfer between temporary and regular staff.
Keywords:competence transfer, inter-organization, project organization, temporary work
Year of publishing:2018
Number of pages:str. 97-110
Numbering:št. 2, Letn. 51
ISSN:1318-5454
ISSN on article:1318-5454
DOI:10.2478/orga-2018-0011 New window
NUK URN:URN:SI:UM:DK:OCOFLG1L
Views:408
Downloads:247
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Record is a part of a journal

Title:Organizacija
Publisher:Fakulteta za organizacijske vede Univerze v Mariboru, Založba Moderna organizacija, Sciendo
ISSN:1318-5454
COBISS.SI-ID:610909 New window

Licences

License:CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International
Link:http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:10.10.2018

Secondary language

Language:Slovenian
Title:Redno in začasno zaposleni v projektno organiziranem delu posvečajo različno pozornost predpogojem za učenje
Abstract:Ozadje in namen: Namen naše študije je raziskati, ali se redno in začasno osebje razlikuje po dojemanju predpogo­jev za učenje in ali obstajajo kvalitativni vidiki, ki se pri teh razlikah lahko štejejo za posebej pomembne. Zasnova / metodologija / pristop: Pristop je študija primera, ki temelji na kvantitativnih in kvalitativnih podatkih, zbranih prek spletnega vprašalnika in posamičnih intervjujev. Rezultati: Prispevek postavlja pod vprašaj razumevanje organizacije kot edine in bolj ali manj povezane enote. Na organizacijski ravni lastnik projekta, ki zaposluje osebje, ne skrbi za prenos pristojnosti med redno in začasno zaposlenimi ali med različnimi skupinami zaposlenih. Na individualni ravni so začasno zaposleni bolj osredotočeni na svojo specifično nalogo kot redno zaposleni. Zdi se, da redno zaposleni ščitijo neko skupnost ali organizacijsko perspektivo, medtem ko začasno zaposleni iščejo svoje dobro. Zaključek: Kadar organizacija uporablja začasno zaposleno osebje, obstaja tveganje, da se ena socialna enota glede pozornosti, namenjeni predpogojem za učenje, razlikuje od druge. Zato je znanstvena vrednost tega prispevka ugotovitev, da lahko angažiranje začasno zaposlenih povzroči razdrobljeno organizacijo ali je posledica razdrobljene organizacije. Ugotovitve kažejo, da pri projektih z redno in začasno zaposlenimi ni prenosa kompetenc med redno in začasno zaposlenimi, lastnik projekta pa ne prevzema nobene odgovornosti za načrtovanje človeških virov v smislu prenosa kompetenc med različnimi skupinami zaposlenih. Posledično dolgoročna učinkovitost in racionalnost v organizaciji nimata vedno prednosti pred organizacijsko pripadnostjo, tudi pri najemanju strokovnega znanja. Ko se to zgodi, lahko povzroči razdrobljeno kadrovsko skupino, ki je razdeljena na mislece / organizatorje in delavce / izvajalce. Ko se to zgodi, pomembne praktične spretnosti ostajajo zunaj organizacije, kar v metaforičnem smislu pomeni, da je roka ločena od možganov. Zato morajo organizacije z začasnim osebjem načrtovati, kako omogočiti prenos kompetenc med začasno in redno zaposlenim osebjem.
Keywords:prenos kompetenc, med-organizacija, organizacija projekta, začasno delo


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