Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University
Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University
that the workforce in Polish firms in the sample is on average slightly younger than in German firms. A representative survey showed that Polish firms with 250 and more workers employ on average 23.7 per cent of workers above the age of 50 (Ipsos 2007, Excel Table pq3_1). The firms in my sample are therefore typical for Polish firms of similar size. 165
Table 20: Establishments studied in Southern Poland in spring 2005 (HRM) and spring 2006 (TU) ALIAS SECTION of economic activity (based on main activity) acc. to NACE No. of EMPLOYEES (2005) (*=incl. apprentices) % of workers „50 PLUS“ at studied site (2005) AVERAGE AGE of workers at studied site (2005) Legal FORM OF FIRM; ownership (* = foreign) FINANCIAL CONDITION of branch (dev. of employment 2004- 2006) DOWN-SIZING during interview period? Firm PL-1 Post and Telecommunications 1,600 15% n.s. Public body negative No HRM/TU Firm PL-2 Man. of Food Products and Beverages Firm PL-3 Man. of Food Products and Beverages Firm PL-4 Man. of Electrical Machinery a. Apparatus n.e.c. 373 (at 7 sites) 21.5% (at 7 sites) n.s. Cooperative slightly negative* Yes HRM/TU 351* 13% 35 years Limited liability company 2,321 13.4% 41 years Stock corporation, mixed ownership* INTERVIEWEES & other qualitative data slightly negative* No CEO (no trade unions in company) positive No (but before 2005) CFO/TU Firm PL-5 Man. of Rubber and Plastic Products (1); Architectural a. Engineering Activities; Man. of Medical, Precision a. Optical Instruments (2); a.o. Firm PL-6 Man. of Basic Metals (1); Man. of Metal Products (2); Man. of Machinery and Equipment (3) 375 (2004) 21.3% (2004) n.s. Sole proprietorship company; private ownership* 603 (2006) 20.7 (2006) 41 years – ♂.; 42 – ♀ (2006) 40 y. (2004) Firm PL-7 Construction 239* 42.3% 47.5 y. – whitecollar-w.; 45.5 y. – blue-collar w. Firm PL-8 Community Service Activities (1); Electricity, Gas a. Water Supply (2) Stock corporation, mostly private ownership Stock corporation, mixed private and public ownership 772 (2004) 32.5% at age 51+ (2004) 45.4 years (2004) Stock corporation, public ownership Firm PL-9 Electricity, Gas a. Water Supply 650 (2004) 29.5% (2004) 45 years (2004) Stock corporation, mixed private and public ownership* Firm PL-10 Man. of Chemicals and Chemical Products 199 18.6% n.s. Stock corporation; private ownership Firm PL-11 Man. of Transport Equipment 415 36.3% at age 51+ 45.7 years (2004) Stock corporation; mostly private ownership Firm PL-12 Man. of Transport Equipment 628 (2004) 14.1% at age 51+ (2004) 42.7 years (2004) Limited liability company* Firm PL-13 (group) Man. of Chemicals and Chemical Products 1,944 17% at age 51+ 41.1 years (at holding company) Stock corporation; private ownership* (1): positive (2): negative (1): positive (2): positive (3): positive No (but before 2005) HRM (no TU in company) Yes (before 2006) HRM/TU positive Yes (seasonal adjustments before 2006) HRM/TU (2): negative Yes (before 2006) HRM/TU negative Yes HRM/2 TU (separately) positive No (but before 2005) positive No (but before 2005; curr. hiring freeze a. delays in wage paym.) positive No (but before 2005, afterwards outsourcing) positive No (but before 2005) HRM & TU HRM/TU HRM; 2 administrative workers/TU HRM & administrative worker/TU 166
- Page 125 and 126: Firm DE-14 Man. of Transport Equipm
- Page 127 and 128: opinions by adding that similar tra
- Page 129 and 130: Table 16: Focus of personnel policy
- Page 131 and 132: 4.2.3. Recruitment Practice Good pr
- Page 133 and 134: egardless of their individual capab
- Page 135 and 136: “The movements within the firm -
- Page 137 and 138: epresentative or manager). However,
- Page 139 and 140: The interview guideline for my firm
- Page 141 and 142: tear. However, the externalisation
- Page 143 and 144: publicly owned firms (Firm DE-1, Fi
- Page 145 and 146: At aggregate level, the existence o
- Page 147 and 148: means for „exchanging the old for
- Page 149 and 150: Box 4: Good practice in employee ex
- Page 151 and 152: combination of the receipt of unemp
- Page 153 and 154: where workers cancelled the previou
- Page 155 and 156: and the agitation by the works coun
- Page 157 and 158: and on the other side, externalisat
- Page 159 and 160: severance payment in case of the 58
- Page 161 and 162: older workers, without further adju
- Page 163 and 164: ationalisation, and foster adaptive
- Page 165 and 166: with a health management professor
- Page 167 and 168: only limited impact (and interest)
- Page 169 and 170: those who cannot was reported by fi
- Page 171 and 172: I made out some forms of irrational
- Page 173 and 174: Another result of my studies, which
- Page 175: sections of this work. At aggregate
- Page 179 and 180: 4.3.2. Overall human resource manag
- Page 181 and 182: wages, jubilee awards, or a longer
- Page 183 and 184: dominate over measures which treat
- Page 185 and 186: education, computer literacy, knowl
- Page 187 and 188: the recruitment practice. In the ab
- Page 189 and 190: To sum up, applicants over 50 are t
- Page 191 and 192: training is provided for persons
- Page 193 and 194: Neither hypothesis 2A nor hypothesi
- Page 195 and 196: an occupational safety inspector. B
- Page 197 and 198: The internalisation strategy - job
- Page 199 and 200: supported with regard to the age of
- Page 201 and 202: firms have an even longer protectio
- Page 203 and 204: standard retirement age, the option
- Page 205 and 206: A striking feature in most firms is
- Page 207 and 208: A polarisation in exit preferences
- Page 209 and 210: espective improvements in several H
- Page 211 and 212: That analysis evidently demonstrate
- Page 213 and 214: Figure 13: Procedure of translating
- Page 215 and 216: policy, as they have experience on
- Page 217 and 218: each firm would be needed. From the
- Page 219 and 220: working conditions). Also instituti
- Page 221 and 222: of home country nationals in manage
- Page 223 and 224: European corporation which is very
- Page 225 and 226: Figure 14: Firm typology Firm label
that the workforce in Polish firms in the sample is on average slightly younger than in<br />
German firms.<br />
A representative survey showed that Polish firms with 250 and more workers employ<br />
on average 23.7 per cent of workers above the age of 50 (Ipsos 2007, Excel Table pq3_1).<br />
The firms in my sample are therefore typical for Polish firms of similar size.<br />
165
Change language