|Date:||April 3, 1996|
|Length:||2 / 350|
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Also Ukrainian legislation doesn’t have proper documents for outstaffing regulation so in some cases a company can even be fined for such practice.
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The need for this service is where a company:
• have restrictions on the number of personnel and intends to reduce the numbers, without any loss of skilled personnel;
• plans to hire staff in the regions, while not opening branches or representative offices;
• interested in reducing the administrative costs of maintenance personnel records and payroll;
• interested in entering the world's stock exchanges and wishes to have a high rating in productivity (the ratio of output and the number of full-time staff)
• Reducing staff quantity;
• Preserving direct operational management of the employees;
• Reducing costs for personnel;
• Absence of the labor disputes risk, such risks are borne by a service-provider;
• Possibility to build multilevel motivation mechanisms, including nonfinancial incentive for the employees to be transferred into the company's staff;
• Possibility of any term employment;
• Reducing HR and accounting functions;
• Reallocation of the balance sheet items by means of transfer costs for remuneration of payment into costs for external agencies;
There are 3 sides concluding an outstaffing bargain – a company-client, its employee and a leasing agency, which instead of searching the employee for the employer just takes necessary employee on its own staff...
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