While the amendments to the Jobs Act are being discussed in Parliament, personnel directors are evaluating the new tools in the field of recruitment, in particular contracts with increasing protections and vouchers, in the light of the experience gained so far. With a judgment of substantial appreciation for the growing protections and conflicting opinions on vouchers, as emerges from an online survey by AIDP-Association for Personnel Management, conducted by the AIDP Study Center among over 20.000 managers belonging to the Association's network, to investigate the effective use and impact of vouchers and growing protections in the company, from both an occupational and organizational point of view.
The contract with increasing protections is seen as a useful tool by the majority of HR managers, even if just over half (52%) believe that it has actually facilitated work and produced an increase in employment in their company. On the other hand, there was no problem with the double track between old and new contracts, neither in the case of individual negotiation for new hires (72%) nor in the case of dismissals (73%).
On vouchers, the answers are decidedly more contrasting and seem to indicate the poor suitability of the tool for the ordinary needs of structured companies: almost half of the managers have used them, but 70% do not consider them useful for the company's core business and well 76% believe they are used improperly. In any case, for the needs of seasonal hiring, fixed-term hiring is clearly preferred (79%).
«The contract with increasing protections has been welcomed by personnel managers as an additional tool. Few have had difficulties with the two regimes and only 30% of new hires asked for the restoration of similar protections to Article 18» declared Isabella Covili Faggioli, national president of AIDP when presenting the survey.
«The conflicting answers on the vouchers should instead make us reflect» continues Covili Faggioli. «The vast majority of HR managers think that using job vouchers in the ordinary business of the company is reprehensible and leads to unfair competition in the business. There is therefore an ethical choice at the base. The legal instruments, if applied in compliance with certain values, make it possible to bring and retain professionalism in the company, to make the business grow».
