randstad inhouse services
Only a few quarters ago, ensuring transportation as part of the Inhouse service covered temporary workers employed through Randstad Polska only if there were more than 40 in one facility. Since employees are facing increasing difficulties in acquiring employees, recently some clients have decided to provide this kind of support also to their permanent workers.This is because companies realized that it is a valuable benefit for employees that provides clearly visible material value (e.g. an equivalent of PLN 200 per month the employee would otherwise spend on transportation) and first and foremost the comfort (employees do not have to worry what type of transportation to choose, how they would get to work and how would they return – the only thing they have to do is report on time at a specified place).
The current interest in such services stems mainly from the situation in the job market. In some parts of the country, employees with no significant qualifications have become a “luxury asset” that is not readily available. For example, near Poznań, where unemployment is virtually non-existent (in August 2016 the unemployment rate in Poznań was 2.1%, and in the entire Wielkopolskie voivodeship – 5.2%), employers have been searching for candidates without effects and have been forced to extend their searches further and further away from their facilities. One of the popular incentives to find such candidates is offering transportation.
who should I take, who should I leave?
While planning transportation for employees, the Randstad Process Managers have to face varying expectations of companies. For some it is important to provide the service mainly to the persons working in particular positions (e.g. machine operators who are key employees due to the production process) and therefore they are even willing to pay more for travelling a longer distance. It is common knowledge that someone who lives near the plant will not need such transportation. But for some companies “near” may mean 3 kilometers, while for others it may be 5 kilometers.
Transportation companies that provide coaches and buses also have something to say about the routes. It is in fact the carriers who are in the best position to determine whether or not their vehicles would be able to travel a specific road and whether or not the employees living nearby will have to walk several kilometers to reach a bigger road.
When accepting the task of planning transportation for employees, Randstad Process Managers have to accommodate many variables in the schedule: team work schedules, team members’ place of residence, type of positions (the abovementioned key positions). A great deal of flexibility is required here and the same should be expected from the carrier – obviously, if you do not have to transport many people to the facility, a passenger van is enough, but if you have to transport a bigger group for their shift back home, you will need a coach. On particular days, depending on the schedule, these numbers may differ, and the difference in prices between a 20-person passenger van and 50-person coach is huge (from 70 to 85%). After all, nobody wants to overpay.
Selection of a carrier depends on such elements as, for example, the standard of vehicles offered. Companies often require not only seating for everyone and passenger vans with heating in the winter, but also air conditioning in the summer. Especially when the journey takes an hour or more, the physical condition of employees arriving to work is important. This is however not such an important factor for some companies or some routes.
Consultants may fortunately rely on specialized software facilitating the management of transport routes already in operation. An enormous amount of work has to be done earlier by the Process Managers, who are responsible for transport planning – from route planning, selection of proper vehicle size to meet the needs according to the schedule and the number of employees covered by the service in a particular shift, up to establishing cooperation and negotiating the best conditions with the carriers. All this is to provide employees with as much convenience as possible on the one hand, and on the other to maximize the cost-effectiveness of the entire project.
The efficiency criterion is best evidenced by the fact that, when planning new recruitment, our Process Managers immediately take into account towns that are already on the routes of current shuttle services (or on their extensions) and whether or not there are still vacant places in the passenger vans or coaches.
is this worthwhile?
Certainly there are certain financial and organizational benefits for the employees that make the service more and more popular. Instead of incurring the costs of buying tickets or gasoline, an employee has to appear by the road at a specified time, where they would be picked up and where the bus would bring them back after work. When considering changing jobs they would surely ask if the new employer will provide them with such convenience. This way the company benefits by increasing employee loyalty. It also leads to a reduction of absenteeism and rotation.
In the Randstad Award survey salaries and additional benefits (including transport services) were at the forefront of the factors shaping an employer’s attractiveness (this factor was reported by 64% of respondents when indicating the 5 most important aspects of an employer's attractiveness). But this type of benefit also affects things such as work-life balance (appreciated by 41% of respondents) or convenient location (30%).
The average cost an employer has to cover for transporting 100 people per month from a 50 km radius is at least PLN 26,000. Had the employer allocated this amount for reimbursing ticket costs for the same people, it could have turned out that it is not enough, and most importantly, a significant proportion would never use public transport due to the mismatched schedules and distance from bus stops. Meanwhile, in addition to material benefits, employees also values comfort and the employer – reduced rotation.
It is vital to remember that there are already places in Poland where it would be impossible to hire anyone if employees were not brought to work from distant regions. A situation in which companies located e.g. 30 and 100 kilometers away offer work with transportation in one town is not new to us. If no transportation was provided, the other company would have had no chances to compete in this job market, regardless of the higher remuneration.