Concerning employment politics, personnel placement has become more important in Germany and a growing number of companies use it as part of their human resources planning and for strategic company development. The acceptance among the people regarding this flexible type of employment has improved, thanks to the closure of collective labour agreements. Our qualified employees are your external personnel resource for the spontaneous and project-related assignment during work peaks, substitution in case of illness, holidays or pregnancy, and especially for tasks and projects that require higher qualification or special expertise.
The company benefits of a reduced cost risk when assigning temporary personnel instead of permanent employees. Fixed costs are converted into variable costs, risks of selection and loss due to illness for example are reduced or omitted. In case business is running not too well, the company does not have to sign off the employees. Companies that use personnel placement assign the highly qualified personnel provided by Glossa Integration Services only where and as long as they need it. As the assignment of disposable personnel excludes hidden or subsequent costs, the advantages are transparent and well calculable.
Newly assigned temporary employees often lack in company-specific knowledge about products, services, machines and facilities as well as process flows and special expectations of the customers. Often, our staff has already performed a similar task and will be selected with regard to the prospective task of the position to be taken. A short training and introduction will still be needed, of course.
Temporary employment is only of value if the temporary employee meets the company's requirements regarding expertise and character. Therefore, the diligent and systematic selection of personnel is of essential importance. The hourly rate should not be the only decision criterion. An "economical" temporary worker may result in higher costs than a supposedly more expensive one that shows excellent performance. In case the temporary employees do not fit into the company, we will replace them.
There is the possibility of permanent placement or the option to take on an employee from temporary employment. This is mainly profitable for areas that require an intensive training. Furthermore, it is possible to use temporary employment as test phase for a permanent employment.
- Flexibility: With temporary employees it is possible to adapt the staff in a fast and flexible way in case of insufficient staff or work peaks.
- Recruiting: Former temporary employees that are reliable become permanent employees (please note that there is a commission which will be reduced the longer a temporary employee was assigned before being taken on).
- Avoiding the employer's risk: All downtimes are at the expense of the temporary employment company.
- The hirer is not bound to long periods of notice.
- Fast disposability of temporary employees.
- Personnel files as well as payroll and salary accounting are omitted.
- The hirer has no additional costs to find suitable and qualified personnel and is also delivered of the usual hiring effort.
- There are no ancillary labour costs. There are no more cancellation expenses: Only those hours are paid that our employees have worked. Fixed hourly rates provide transparency.
