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Renditööjõu kasutamise sobivus Eesti Kaitseväes

Sild, Andres (2027) Renditööjõu kasutamise sobivus Eesti Kaitseväes. [thesis] [en] The suitability of using rental workers in the Estonian Defence Forces.

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Abstract

KOKKUVÕTE Võrreldes traditsioonilise kahepoolse töösuhtega, ei ole renditööjõu kasutamine Eestis väga levinud. See on ka üsna loomulik, kuna renditööjõud on reeglina tööandjale märkimisväärselt kulukam kui töövõtulepinguga töötaja palkamine. Siiski teatud olukordades on see üks parimaid ja kiiremaid võimalusi, kuidas ootamatult tekkinud suuremahulisi töid õigeaegselt valmis saada. Renditööjõu lepingud on enamasti lühiajalised ja kindla lõpptähtajaga. Kaitseväes kasutatakse renditööjõudu veel suhteliselt lühikest aega ning seetõttu ei ole jõutud selle kohta põhjalikumaid analüüse ning uuringuid teha. Mujal maailmas kasutavad paljud riigid juba aastaid militaarsektoris tugiteenuste sisse ostmist, sealhulgas renditööjõudu. See annab neile võimaluse keskenduda täielikult oma põhitegevusele. Eesti üheks suureks probleemiks on rahvaarvu suurus ja sellest tingitud vähene konkurents tööjõurendi turul. Sellises olukorras tuleb väga põhjalikult läbi mõelda ning analüüsida, kui otstarbekas on tööjõudu rentida. Käesoleva uurimustöö eesmärk oli renditööjõu kasutamise sobivuse tuvastamine EKV rivisõidukite remondi ja hooldus töökodades. Uurimustöö tulemusena selgus, et arvestades kõiki asjaolusid on renditööjõud üks parimaid lahendusi EKV remondivõimekuse suurendamiseks. Töö esimeses osas on käsitletud teenuse sisse ostmise teoreetilisi aspekte. Välja on toodud teenuse sisse ostmise põhjused ja riskid riigikaitse valdkonnas, tuginedes meie liitlaste (USA, Suurbritannia ja Poola) kogemustel. Lisaks on peatüki lõpus kirjeldatud põhjalikult kolmepoolse töösuhte olemust. Teises osas keskendutakse EKV-le ja renditööjõule EKV-s. Autor loob algandmete põhjal EKV remondi-ja hooldustöökodade töö korraldamise mudeli. Ning töö kolmandas osas selgitab välja uurimustulemuste sobivuse loodud mudelisse. Töö uurimusküsimusteks olid: 1. Kuidas on renditööjõu palkamine EKV-le kasulik? 2. Kuidas on mõjutanud renditööliste lisandumine EKV remondi-ja hooldustöökodade sisekliimat? 3. Milline on renditööliste ja EKV remondi-ja hooldustööliste erinevus? Uurimustöö meetodina kasutas autor kombineeritud juhtumiuuringut. Kvantitatiivse meetodina kasutati valikvastustega ankeetküsitlust EKV remondi-ja hooldustöölistele ning renditöölistele. Saadud tulemusi analüüsiti klasteranalüüsiga. Kvalitatiivse meetodina kasutati poolstruktureeritud intervjuud remonditöökodade tööde eest vastutavatega. Autori jaoks oli oluline saada mõlema osapoole (töölised ja töödejuhatajad) nägemust remondi-ja hooldustöökodades toimuvast, et teha selle põhjal omad järeldused renditööjõu sobivuse kohta EKV-s Teoreetiliste aluste ja uurimuse tulemusena leidis autor, et renditööliste kasutamine EKV sõidukiparkides on küll kallis, kuid antud hetkel siiski vajalik ja sobiv. Renditööliste abiga suudetakse panna töökojad tööle suurema võimsusega ja nende võimekus on paremini ära kasutatud. Tänu renditööjõule saab EKV keskenduda oma põhitegevusele ning arendatakse ka tsiviil- militaar koostööd. Remonditöökodade sisekliima on hea ning tööliste omavahelises läbisaamises probleeme ei tuvastatud. Suurimad erinevused EKV remondi-ja hooldustööliste ning renditööliste vahel olid palgaerinevused ning tööliste vanuselised erinevused. Selleks et EKV remondi-ja hoolduskulusid kokku hoida tegi autor alljärgnevad ettepanekud:  vaadata üle tööliste palganumbrid ning võimalusel tõsta need erasektori tasemele;  kaaluda võimalust muuta remondi-ja hooldustööliste ametikohad tegevteenistujate ametikohtadeks;  tulevasi rendilepinguid valmistada põhjalikumalt ette;  uurida põhjalikult võimalust renditööjõu palkamise asemel teenuse sisse ostmist suuremas mahus erasektorist;  viia läbi erakorraline audit renditööjõu ja EKV remonditööliste kulude analüüsimiseks. Kokkuvõtteks võib öelda, et teenuste väljast sisse ostmine on üha laienev trend üle maailma. Seda kasutatakse nii erasektori kui avaliku sektori ettevõtete poolt. Renditööjõu sisse ostmine vahendusfirmast on teatud asjaoludel põhjendatud ja vajalik. EKV näitel oleks vaja siiski seda teemat veel põhjalikumalt uurida, selgitamaks välja kõige optimaalsemad lahendused.

Abstract [en]

SUMMARY The use of temporary employment agencies is not widely spread in Estonia, compared to traditionally bilateral employment relation between employer and employees. It is quite natural, because as a rule agency staff is significantly costlier for the employer than contract staff. However, in specific circumstances it is one of the best and fastest ways to execute sudden large-scale operations in due time. Temporary work contracts (“fixed-term” employment contracts) are mainly short-term contracts that last for a specified time. In the Estonian Defence Forces the staff from temporary employment agency (fixed-term” employees) have been recruited for relatively short time and therefore this area has not been researched and comprehensively analysed yet. Several countries in the world have used outside companies, including outsourcing of temporary work staff, for support staff in the military sector for years. So, temporary work staff enables to focus fully on the core activities. One of the key challenges of Estonia is loose competition on the market of recruitment of temporary staff due to its small population size. In these circumstances, it is essential to consider and analyse whether temporary employment is appropriate. The objective of this research was to determine whether it is beneficial to hire staff for the military vehicle repair and maintenance workshops of the Estonian Defence Forces through a recruitment agency. Taking all the circumstances into account as a conclusion of the present research it can be stated that recruitment of temporary staff is one of the best ways to improve the efficiency of defence equipment maintenance and repair activities of the Estonian Defence Forces. The first part of the research deals with the theoretical aspects of the purchase of recruitment services of temporary staff. The reasons for the purchase of recruitment services and the risks in the field of defence have been highlighted based on the experiences of our allies – the USA, the United Kingdom and Poland). At the end of the first chapter a thorough description of the nature of a tripartite employment relationship has been provided. The Estonian Defence Forces and the recruitment of temporary staff in the Estonian Defence Forces have been focussed on in the second part. The author has worked out a model for arrangement of work of the repair and maintenance workshops of the Estonian Defence Forces based on the source data. In the third part the appropriateness of the research results in the created model has been discussed. The main issues of the research were as follows: 1. How can recruitment of temporary staff be beneficial for the Estonian Defence Forces? 2. What is the impact of the recruitment of temporary staff on the internal atmosphere of the repair and maintenance workshops of the Estonian Defence Forces? 3. What is the difference between the temporary staff and the permanent staff of the repair and maintenance workshops of the Estonian Defence Forces? Combined case study was used as a research method by the author. Multiple-choice questionnaires given to the permanent staff of the repair and maintenance workshops of the Estonian Defence Forces and the temporary staff were used as a quantitative research method. The received results were analysed by cluster analysis. Semi-structured interviews with the staff responsible for the repair and maintenance workshops were used as a qualitative research method. It was essential for the author to receive the vision of both parties (the workers and the managers) of what was going on in the repair and maintenance workshops in order to draw the conclusions on the appropriateness of the temporary staff in the Estonian Defence Forces. As a result of theoretical basis and research the author discovered that recruitment of temporary staff for the vehicle fleet services of the Estonian Defence Forces is rather expensive, but at the moment it is still necessary and appropriate. With the help of rental workers, the workshops can be put to work with bigger power and their capabilities are used more efficiently. Thanks to the rental workers, Estonian Defense Forces can concentrate on its main duties and they also help to improve the cooperation between the army and civil section. The inner climate of the repair shops is good, there were no problems found among the workers, they get along just fine. The biggest differences between army’s workmen and rental workers are differences in salary and age. In order to save on the expenditure on repair and maintenance the following recommendations have been made by the author:  to revise the salaries of the workers and if possible to increase the sums to the level in the private sector;  to think about the opportunity to change the posts of the repair and maintenance workers into the posts of operational personnel;  to make thorough preparations for the recruitment of temporary staff in the future;  to assess the possibility of purchasing the service in larger capacity from the private sector despite using the recruitment services;  to conduct an exceptional audit to analyse the expenses made on the recruitment of temporary staff and repair workers of the Estonian Defence Forces. In conclusion, outsourcing of services is an expanding trend in the world. It is used by companies in both private and public sector. Outsourcing of temporary work staff from a temporary work agency is in certain circumstances justified and necessary. But in case of the Defence Forces this matter requires a more in-depth examination to establish the most optimal solutions.

Item Type: thesis
Advisor: Ülle Aasjõe
Subjects: Other
Divisions: Institute of Logistics > Transport and Logistics
Depositing User: Andres Sild
Date Deposited: 07 Jun 2017 12:36
Last Modified: 07 Jun 2017 12:36
URI: http://eprints.tktk.ee/id/eprint/2957

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