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Enterprise Labour Flexibility and Security Surveys (ELFS) build on the methodology and surveys conducted in the recent past. In reaffirming that workers security is largely determined by the practices within the enterprise of their employment, and by examining links between various forms of security around the workplace and enterprise employment practices, the ILO would promote the idea of an optimal level of security in work, by focussing
on firms as places where profitability, dynamic efficiency, flexibility
and work related security can be combined and fostered. |
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The surveys examine the process of employment creation, labour utilisation,
job structure, working conditions, and labour relations at the establishment
level.
They investigate:
- The problems of labour utilisation and the more
efficient utilisation of workers.
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The main mechanisms of, and obstacles to,
skill formation and the effective utilisation of skills.
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The labour recruitment practices employed by the enterprises, and the considerations, which motivate
these practices.
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The labour segmentation within and across enterprises.
In other words, the surveys examine the opportunities and restrictions on
labour mobility within firms.
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The patterns of labour turnover and their implications
for productivity, and the factors that determine the rate of labour turnover.
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Labour flexibility in its various dimensions and the extent of these practices
in different types of firms and sectors.
These include:
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- Organisational flexibility — more turnover of firms, more use of sub-contracting and production "chains",
and a tendency to contract the employment function;
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- Numerical flexibility — more use of external labour, such as contract workers, outworkers, homeworkers,
agency labour, temporary workers, and teleworkers;
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- Functional flexibility — greater change in work tasks, job rotation, and skill;
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- Working-time flexibility — more continuous working, flexible hours, etc.;
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- Wage flexibility — a shift from fixed to flexible wages, monetization of remuneration, greater use of
bonuses, etc.;
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- Labour force flexibility — less attachment to sectors,
companies or occupational groups, erosion of "collective labour", and greater
tendency for workers to move in and out of the labour market and labour
force.
- The role of labour legislations in determining recruitment practices, skill
development, and the level and structure of employment.
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Gender preferences in recruitment,
work conditions and opportunities for advancement. -
Labour relations mechanisms(trade unions, collective bargaining, etc.) in operation, and their
impact on dynamism of establishments.
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