This diploma thesis deals with international employee mobility within an unnamed multinational company, whose primary business is providing consulting services. The first half of the thesis defines relevant terms and maps out problems concerning international employee mobility, based on accessible literature and specialized journals, with the second half being devoted to analysing the mobility processes within the unnamed company. The end goal is to map all mobility processes and programs, determine possible deficiencies that might exist, and indicate suggestions for their correction. Internal mobility policies and data combined with unstructured interviews of employees of the unnamed company were utilized to formulate this thesis.

Personalo kompetencijų nuoma skatina vadybos, bendradarbiavimo kultūros kaitą, padeda didinti organizacijos vertingumą, gerina komandinio darbo įgūdžius, kelia darbuotojų motyvaciją, plėtoja partnerystę. Lietuvoje ši veikla dar nėra plačiai paplitusi todėl, darbo tikslas – ištirti žmogiškųjų išteklių kompetencijų nuomos pritaikymo galimybes Lietuvos rinkoje. Darbo objektu pasirinkta personalo kompetencijų nuoma. Šiuo darbu norėta išsiaiškinti, kokie yra personalo nuomos proceso dalyviai, kokios jų gaunamos naudos ar galimi proceso trūkumai. Analizuota įvairių autorių mokslinė literatūra, sukurtas personalo kompetencijų nuomos panaudojimo modelis. Atliktas tyrimas atskleidė pagrindines nuomos sąlygas. Kvalifikuotą specialistą įmanoma išsinuomoti valandai, savaitei ar metam, iki maksimalaus Darbo kodekse įvardinto laikotarpio – penkerių metų. Laikino įdarbinimo įmonių asociacijos narės reikiamas kompetencijas turinčių specialistų ieško savo duomenų bazėse arba atlieka struktūrizuotus pokalbius su potencialiais kandidatais. Tinkamas specialistas būna įdarbinamas ir vėliau išnuomojamas priimančiajai organizacijai. Atrankos procesas gali užtrukti nuo vienos iki šešių savaičių. Kvalifikuoto personalo darbdavys yra atsakingas už dokumentaciją susijusią su išnuomotu darbuotoju, taip pat vykdo įvadinius apmokymus. Darbe sudarytame personalo kompetencijų nuomos panaudojimo modelyje remiantis atliktu tyrimu, nuomos procesas gali būti pratęsiamas specialisto perverbavimu ar įdarbinimu... [toliau žr. visą tekstą] / Nowadays new conception of qualified personnel secondment is becoming more relevant in Lithuania. Personnel secondment enables saving of hiring costs as well as provides new ways of dealing with temporary lack of human resources. Also, it is increasingly being recognized as valuable for organizations or any kind of personal development. The goal of this graduation paper is to evaluate the possibilities of qualified specialist’s secondment in Lithuania. The main object of the paper is qualified personnel secondment. The main objectives of this paper are as follows: 1. Analyse the qualified personnel secondment conception based on scientific literature and point out the main stages of personnel secondment process. 2. Evaluate the members of qualified personnel secondment process and the main benefits or threats which can be experienced. 3. Examine the law regulations for the qualified personnel secondment process in Lithuania and other countries and determine the enviromental forces which affect the process. 4. Analise the conditions for the qualified personnel secondment in Lithuanian organizations. Qualified personnel secondment refers to the deployment of an individual from one employer to another on a temporary basis, often to work on a particular project or task. Accomplished research analyzes the members of Lithuanian temporal employers association. Research has showed that the average secondment period is not defined. The minimum period is one hour and the maximum is... [to full text]

The objective of this article is to analyze, from a tax perspective some aspects arising from the secondment, such as the possible double residence of the employees assigned, the application of income tax on income from personal servicedependent on light model Convention for the Avoidance of Double Taxation of the Organization for Economic Cooperation and Development (“OECD CDI”) and the possible establishment of a permanent establishment by assigning employees to the State of destination. / El objetivo del presente artículo es analizar, desde un punto de vista tributario, algunos aspectos derivados del secondment, tales como la posible doble residencia de los empleados asignados, la aplicación del Impuesto a la Renta sobre los ingresos derivados del servicio personal dependiente a la luz del Modelo del Convenio para Evitar la Doble Imposición de la Organización para la Cooperación y Desarrollo Económico (“CDI OCDE”) y la posible constitución de un establecimiento permanente por la asignación de empleados al Estado de destino.

- Agency Employment For my thesis topic, I have chosen "Agency Employment". It's a relatively young institute, which was incorporated into our legal system only on October 1st, 2004. I believe that Agency Employment topic can be always considered current and positive, because it allows us to flexibly react to the needs of the job market. Since the topic is very broad, the goal of this paper is not a detailed analysis of all aspects of this institute, but only a few of them that I consider to be most important. I shall present and evaluate current law governing the subject and also try to point out its flaws. I have structured the thesis into 4 chapters, further divided into subchapters. The conclusion contains summary and de lege ferenda reflections. At the beginning it is appropriate to introduce the topic, therefore the first chapter is dedicated to the Agency Employment concept and other connected topics. That includes employment mediation, license for employment mediation and dependent work. In the second chapter I examine the progress of Agency Employment law in the Czech Republic. Firstly I present the state, when this institute wasn't included in our legal system, then I put mind to the current law. This chapter includes also a detailed analysis of the International Labour Organisation...

- Agency employment The name of my diploma thesis is the agency employment. Nowadays, the institute of agency employment is a widespread phenomenon on the labour market. It is a very popular institution for employees as well as for employers, which is being changed under the demand of society needs and according to valid legislation. I have chosen this topic due to its timeliness and flexibility with which the agency employment reacts to the growing unemployment rate. Since the capacity of the agency employment is very vast, this diploma thesis aims to approach the fundamental issues and concepts relating to it. The thesis is divided into 6 chapters dealing with different aspects of agency employment. The first chapter provides the basic notions of agency employment, defines key terms associated to it. The second chapter focuses on the historical development of agency employment. It also outlines the view of international adjustment of agency employment, gives a short excursion into European legislation and provides an approach of the valid legislation in the Czech Republic. The main institution that is in charge of agency employment is an agency of labour; therefore the third chapter is dedicated to the institution of agency of labour. This chapter specifies its position with respect to the...

Employment agencies and agency employment Abstract The topic of this thesis are employment agencies and agency employment. Employment agencies play an important role in the labor market. Their activities involve finding a job for individuals, finding employees for employers, providing advisory services and information services and, of course, the institute referred to as agency employment. Agency employment was incorporated into the Czech law in 2004. The text of this thesis is divided into five chapters. The first chapter is focused on the definition of basic terms related to agency employment and also on the definition of individual entities involved in the agency employment process. The second chapter is devoted to the topic of the development of legal regulation of agency employment. The attention is focused on the development of international law. The third chapter is focused on the employment agencies themselves. The penultimate chapter describes the mutual legal relations that arise between the various entities involved in the agency employment process. These entities are the user, the employment agency and the temporary agency worker. The final chapter deals with selected topics related to the agency employment - specifically the issue of comparable work and salary conditions between a temporary...

Le détachement dans le cadre d’une prestation de services est au cœur d’enjeux socio-économiques. La liberté de prestation de services permet aux entreprises établies dans un État membre de l’Union européenne de fournir des services dans d’autres États membres. L’opération de détachement permet à l’entreprise d’affecter ses travailleurs à la réalisation de la prestation de services. Cette opération économique présente des intérêts et des enjeux incontestables pour les travailleurs détachés, pour l’État d’envoi et l’État d’accueil. La libre prestation de services est essentielle au bon fonctionnement du marché intérieur, elle contribue indéniablement à la croissance économique. Le détachement de travailleurs pose la problématique de la protection offerte à ces travailleurs. En effet, l’opération de détachement présente des risques de concurrence entre les travailleurs, de fraude et de dumping social. La protection des travailleurs détachés prévue par la directive « détachement » présente des limites. Des dysfonctionnements majeurs ont été recensés, notamment les sources de protection, les contours de la protection, l’effectivité de la directive et les mesures de contrôle. La directive 96/71 a pour objectif principal de garantir la libre prestation de services. Elle organise le cadre légal des règles applicables au détachement de travailleur avec une dualité de règles. Ce cadre prévoit l’application des règles de l’État d’accueil avec le « noyau dur » de protection et les règles de l’État d’envoi pour les éléments hors du noyau dur. Cette dualité de règles s’est avérée insuffisante et problématique dans certaines situations. La directive « détachement » a été consolidée par la directive d’exécution qui est entrée en vigueur le 28 mai 2014 et dont la transposition a été prévue au plus tard le 18 juin 2016. Celle-ci a pour objectif de renforcer la protection du travailleur détaché, c’est une avancée majeure en matière de détachement, notamment en matière de contrôle de l’application de la directive détachement, de responsabilité du sous-traitant dans le cadre d’une prestation de services, de coopération entre les États membres. La Commission européenne a présenté, le 8 mars 2016, une proposition de directive destinée à mieux définir les conditions de mise en œuvre du détachement des travailleurs. Le détachement nous interroge sur la construction européenne. Précisément, quel avenir pour l’Europe ? / Secondment as part of the delivery of services is key to socioeconomic challenges. The freedom to provide services enables companies which are established in a Member State of the European Union to provide services to other Member States. Secondment allows companies to assign their workers to tasks involving the provision of services. This economic operation offers undisputed benefits and challenges for the seconded workers, the State sending them, and the State receiving them. Freedom to provide services is essential to the proper functioning of the internal market, and it also makes an undeniable contribution to economic growth. The secondment of workers raises the issue of how to protect these workers. Indeed it throws up the risk of competition between workers, fraud and social dumping. The protection received by seconded workers under the “secondment” directive is limited. Major dysfunctions have been identified, particularly with regards to sources of protection, the outlines of this protection, the effectiveness of the directive and the measures used to verify it. The main objective of Directive 96/71 is to guarantee the freedom to provide services. It sets out the legal framework for the rules that apply to the posting of workers with two sets of regulations. This framework enables the application of the regulations of the host State for “core” protection and the regulations of the State which receives the workers for any elements that fall outside the core. This duality of regulations has proved insufficient and problematic in some situations. The “secondment” directive was consolidated by the executive directive which came into effect on 28 May 2014 but is to be transposed by 18 June 2016 at the latest. The aim is to increase the protection of seconded workers, which is a major step forward for secondment, in particular with regard to applying the secondment directive, the responsibility of the subcontractor when providing services and cooperation between the Member States. On March 8th, 2016, the European commission presented a directive proposition aimed at defining the conditions of implementation of workers secondment in a better way. Secondment raises questions about how Europe is constructed. More specifically, what does the future look like for Europe?

dtto Disertační práce: Adaptace českých a německých manažerů při dlouhodobých pracovních pobytech v zahraničí PhDr. Šárka Alföldy-Zscheile FF UK, Katedra psychologie, Praha 2014 Abstract The objective of this thesis is an in-depth examination of the topic of professional and social adaptation of Czech and German executives during long-term secondments abroad. The target group is the employees seconded abroad by international companies, away from their home cultures - the Czech Republic and Germany. Load and support factors that affect the seconded executives and influence the process of their adaptation will be reviewed and analysed in detail. The theoretical part summarises the insights of both Czech and international authors on the topics of adapting to different national cultures, burnout syndrome, enthusiasm toward the job, management of culturally mixed teams, and the cultural specifics of the Czech and German cultures that the paper builds on. The empirical part presents the qualitative and the subsequent quantitative research. The qualitative research will use the in-depth structured interview with open-ended questions, combined with narrative elements as the tool for determining the load and supportive factors in the course of adaptation. The extensive statements of a total of 18 executives will be...

L’entreprise transnationale s’impose comme un pouvoir économique puissantdans le contexte de mondialisation. Dénuée de personnalité morale, elle n’est appréhendéeque partiellement par les droits internes. En dehors du droit supranational qui présente descarences et n’assure qu’une régulation partielle, les relations de travail dans l’entrepriseglobalisée restent largement appréhendées par les droits nationaux et les paradigmes dudroit du travail n’ont guère évolué pour s’ajuster à leur singularité. La nature du droit quisaisit ces rapports n’est donc pas commensurable à leur réalité transnationale.L’insuffisance du cadre d’analyse actuel oblige alors à dépasser le doublecloisonnement des systèmes juridiques et des personnes morales afin de développer dessolutions globales. Une analyse tant positiviste que prospective du droit révèle l’existenced’un processus d’adaptation en cours, celui-ci devant toutefois être renforcé et étendu.Il s’agit donc de mettre en place un principe d’ajustement du droit à ces relations de travail,lequel révèle l’identité du transnational : la transnationalité est une expression du pluralisme.L’adaptation du droit suppose, d’une part, que l’entreprise soit recomposée en tantqu’organisation et qu’elle soit mise en synergie avec les autres acteurs de la gouvernancemondiale. Le mouvement d’adéquation implique, d’autre part, qu’un droit global, « postmoderne» et pluraliste, reposant sur un socle de droits fondamentaux, voit le jour. Ainsi,c’est au prix de ces évolutions que l’on parviendra à une régulation adaptée des relations detravail dans l’entreprise transnationale ainsi qu’à l’émergence d’un droit social de lamondialisation. / Transnational companies now stand as leading economic powers in aglobalisation context. Stripped of any legal personality, they are only partly bound by thenational laws. Aside from supranational law, which is incomplete provides only partialregulation, labour relations within globalised companies remain largely bound by nationallaws while the paradigms of labour law have barely evolved in order to adjust to theirsingularity. The nature of the law that governs those professional relations is therefore notcommensurate to their transnational reality.The deficiencies of the current framework for analysis thus compel researchers to gobeyond the twofold boundaries of legal systems and legal entities in order to develop suitableglobal solutions. A positivist, forward-looking analysis of the law reveals the existence of anadaptation process that is already underway but which must also be extended andstrengthened.It is therefore a matter of establishing a legal adjustment principle within those labourrelations, which reveals the identity of the transnational: transnationality is an expression ofpluralism. Legal adaptation assumes, on the one hand, that companies be reconstructed asorganisations and that a synergy be established with other players in the field of globalgovernance. The alignment trend implies, on the other hand, the birth of a "post-modern",pluralist global law, resting on a foundation of fundamental rights. It is thus at the cost of suchdevelopments that an adapted regulation of labour relations will be achieved withintransnational companies, together with the emergence of a globalised social law.