Temporary Work Management

Scholar Year: 2023/2024 - 2S

Courses

Head Teacher Responsability João Pedro Pina Cordeiro Head

Weekly workload Hours/week T TP P PL L TC E OT OT/PL TPL O S Type of classes 0 0 Lectures Type Teacher Classes Hours Theoretical Totals 1 0,00 Practices Totals 1 0,00

Teaching language

Portuguese

Intended learning outcomes (Knowledges, skills and competencies to be developed by the students)

The curricular unit of Temporary Work Management seeks to provide students with a set of knowledge that allows them to understand and intervene in the area of temporary work management. The aim is to present the main working mechanisms of temporary work in Portugal, and to discuss the role of this type of work relationship in organizations and workers.

In summary, the main objectives of the curricular unit are to provide students with a set of competencies to:

• identify and analyze the role of temporary work in the life of organizations and workers;
• identify and analyze the structure of the temporary work sector;
• identify and analyze the legal framework concerning temporary work companies and temporary workers.

It is also intended that students develop a set of other skills, such as: ability to work in groups; initiative; autonomy; responsibility; decision making and critical reflection on the specific themes of the curricular unit.

Syllabus

I. THE PROBLEM OF TEMPORARY WORK
1.1. The concept of temporary work
1.2. Historical emergency of temporary work and its impact on the functioning of job market
1.3. Temporary work as a triangular relationship

II. TEMPORARY WORK COMPANIES
2.1. The legal framework concerning temporary employment agencies
2.2. The creation of temporary work enterprises
2.3. The operating requirements of temporary employment agencies
2.4. The organization of temporary employment agencies

III. THE TRANSFER OF TEMPORARY WORKERS
3.1. The legal framework concerning the transfer of temporary workers
3.2. The management of the proposed transfer of temporary workers
3.3. Recruitment and selection of transfer of temporary workers
3.4. The placement of temporary workers
3.5. The management of temporary workers

IV.THE PROFILE OF TEMPORARY WORKERS
4.1. Who are the workers
4.2. Voluntary and involuntary temporary workers
4.3. Profile of temporary workers: evolution trends

V. TEMPORARY WORK AND EMPLOYABILITY
5.1. Evolution and expectation regarding temporary work: the importance of employability
5.2. HRM practices, employability and organizational performance

VI. THE ROLE OF TEMPORARY WORK COMPANIES IN INCLUSION AND DIVERSITY
6.1. The Legal Framework that establishes the employment quota system for people disabled
6.2. The concept of inclusion and diversity
6.3. Diversity and Inclusion in companies: importance and benefits
6.4. The role of TT companies with users in the field of D&I

Demonstration of the syllabus coherence with the UC intended learning outcomes

The main objective of the curricular unit is to provide students with the relevant knowledge to understand and intervene in the area of temporary work management, to understand the structure of the temporary work sector, and to discuss the role of this type of employment relationship in organizations and workers. The contents are in line with the defined objectives because they report on the aforementioned thematic such as their framework and evolution (I), the analysis of temporary employment agencies (II), the analysis of the transfer of temporary workers (III), the profile analysis (IV), the employability of temporary workers (V) and the role of temporary work companies in inclusion and diversity (VI). It is also intended that the students, in the future, in a work context, will be able to interpret and apply the legislation related to these area, being this theme transversal to the different points of the contents. In summary, it will be sought to reflect on these various vectors in a coherent and integrated way in order to sustain the global understanding of temporary work.

Teaching methodologies

METHODOLOGIES:

• Lectures – expository method for the introduction of the theoretical concepts and the participatory method to reflect on the content (ask questions to students, formative questions in class, reading support classes, that promote a more active role by the students).

• Practical Classes – participatory method for the discussion of texts and practical cases. The participatory method will be strengthened with a view to enhancing active participation of students in educational activities, such as individual or group work, performing and discussing practical cases, resolution and discussion exercises, individual or group oral presentations and simulations.

Demonstration of the teaching methodologies coherence with the curricular unit's intended learning outcomes

Within the framework of the Bologna Process was crucial to implement a new model in which the methods should be diversified, requiring a more active participation by students, as well as greater autonomy. It is in this sense that will the teaching methodologies used in this curricular unit. The activities are promoted in accordance with the objectives of this curricular unit and their contents. The execution of individual or group exercises, case studies, simulations, or other, promote the development of a set of macro-skills, such as the possibility of interaction with the environment, the ability to work in groups, the initiative, autonomy, responsibility, decision making and critical thinking and reflection on situations related to specific themes of the curricular unit.

Assessment methodologies and evidences

ASSESSMENT:

• Continuous assessment
. Written individual test (40%)
. Group work (50%)
. Resolution and delivery of two exercises done in class (10%)

• Final assessment
. Written individual exam (100%)

NOTE: Regarding the Attendance Regime, this UC follows the stipulated in point no. 6 of Dispatch no. 71 / Presidente / 2020, de 09 de abril where it is defined that “the accounting of attendance cannot be used as a criterion to include or exclude a student from the continuous assessment regime, nor be used in the calculation of the student's classification in the UC”.

Attendance system

NOTE: At the level of the assessment, this UC follows the stipulated in No. 9 of Dispatch No. 40 / President / 2021, of February 25, regarding “reference to fraud mitigation mechanisms and their consequences”.

Bibliography

Chambel, M. J. (2015). A Gestão de Recursos Humanos nos Trabalhadores Temporários de Agência. Psicologia: Teoria e Pesquisa, vol. 31, nº 2, pp. 269-278.

Chambel, M. J. (2013). Trabalhadores Temporários de Agência em Portugal: motivos e experiências. S.l.: Ed. de Autor.

Chambel, M. J. (2011). Novos Desafios para a GRH: o caso dos trabalhadores temporários. Lisboa: RH Editora.

Ferreira, I. & Santos, M. (2013) Análise da utilização de trabalho temporário em empresas portuguesas: riscos e alternativas. International Journal on Working Conditions, nº 5, pp. 18-38.

Giunchi, M., Chambel, M. J. & Ghislieri, C. (2015). Contract moderation effects on temporary agency workers’ affective organizational commitment and perceptions of support. Personnel Review, vol. 44, nº 1, pp. 22-38.

Grilo, Iris (2015). O perfil profissional do trabalhador temporário. Setúbal: ESCE/IPS. Dissertação de Mestrado.

Jesus, Élia (2004). Formas Flexíveis de Emprego – o trabalho temporário na região de Setúbal. Revista Sociedade e Trabalho, nº 22, pp. 77- 95.

Marques, Isabel (2011). Formas Flexíveis de Emprego: O Perfil do Trabalhador Temporário. Setúbal: ESCE/IPS. Dissertação de Mestrado.

Chambel, M. J. (2015). A Gestão de Recursos Humanos nos Trabalhadores Temporários de Agência. Psicologia: Teoria e Pesquisa, vol. 31, nº 2, pp. 269-278.

Chambel, M. J. (2013). Trabalhadores Temporários de Agência em Portugal: motivos e experiências. S.l.: Ed. de Autor.

Chambel, M. J. (2011). Novos Desafios para a GRH: o caso dos trabalhadores temporários. Lisboa: RH Editora.

Ferreira, I. & Santos, M. (2013) Análise da utilização de trabalho temporário em empresas portuguesas: riscos e alternativas. International Journal on Working Conditions, nº 5, pp. 18-38.

Giunchi, M., Chambel, M. J. & Ghislieri, C. (2015). Contract moderation effects on temporary agency workers’ affective organizational commitment and perceptions of support. Personnel Review, vol. 44, nº 1, pp. 22-38.

Grilo, Iris (2015). O perfil profissional do trabalhador temporário. Setúbal: ESCE/IPS. Dissertação de Mestrado.

Jesus, Élia (2004). Formas Flexíveis de Emprego – o trabalho temporário na região de Setúbal. Revista Sociedade e Trabalho, nº 22, pp. 77- 95.

Marques, Isabel (2011). Formas Flexíveis de Emprego: O Perfil do Trabalhador Temporário. Setúbal: ESCE/IPS. Dissertação de Mestrado.

Legislação:
Lei 13/2023 de 3 abril.
Decreto-lei 260/2009, de 25 de setembro.
Lei 19/2007, de 22 de Maio.
Lei 5/2014 de 12 de fevereiro.
Lei 28/2016 de 23 de agosto.
Lei 93/2019 de 4 de setembro.

Observations

This information does not dispense with consulting the general program of the CU available on the CU page on Moodle.