The Impact of Globalisation on the Employment of Foreign Workers at Pošta Slovenije

In the diploma thesis, the author examined the concept of globalisation and the associated ** international migrations** as a key factor in the movement of capital and labour, which are interconnected. Demographic changes affect the transformation of the world's population and consequently also the ** labour market**. The structure of services has changed, namely the shares of services have increased for the performance of which employees require more time and a different approach.

Problem

In the diploma thesis, the author examined the concept of globalisation and the associated ** international migrations** as a key factor in the movement of capital and labour, which are interconnected. Demographic changes affect the transformation of the world's population and consequently also the ** labour market**. The number of children born is decreasing, women are giving birth later (education, career), generations are becoming smaller, life expectancy is increasing (ageing of the population, mortality).

All these changes mean an ever-decreasing economically active population, which is also unevenly distributed across continents and different geographical areas. Due to the aforementioned demographic influences and ** economic growth** in Slovenia, as well as in the territory of other European Union member states, there is a shortage of active labour force, particularly in the field of heavier and physical work. Thus, labour migrations and the employment of foreign labour have become one of the measures that need to be implemented so that economic, social and other systems maintain the sustainability of current prosperity.

Each country decides how it will manage its economic ties with the rest of the world, including the flow of people. The latter is influenced by various factors and different interest groups of individual countries, which shape migration policy in accordance with their interests. Countries manage instruments with which they regulate the flow of people or, in other words, when they desire certain people or labour force, they use a non-restrictive policy that facilitates the arrival of foreigners into the country, and when they do not desire this, they pursue a restrictive policy and limit the flow of people.

Like other labour-intensive companies in Slovenia, Pošta Slovenije also faces a shortage of a sufficient number of suitable personnel, particularly in the field of ** delivery, ** processing of letter post and in ** transport activities**. It particularly lacks labour force for work in delivery, positions of postman, deliverer and driver. In recent years, the company Pošta Slovenije has adapted to the changed conditions in the market of postal, financial and other services by introducing new services, particularly in the field of logistics operations and parcel services, and by abandoning or reducing services with lower added value.

Solution and Method

The structure of services has changed, namely the shares of services have increased for the performance of which employees require more time and a different approach. This primarily concerns the growth of parcel and logistics services, which are on the rise. On the one hand, this is a consequence of changed ** consumer purchasing habits** (internet sales) and the company's reorientation from a classic postal operator into a logistics company.

Similarly to other countries, Slovenia also has its own levers and interests regarding which migrants it desires in the country and which it does not. This is also evident from the conditions for obtaining work permits for residents of countries of the former Yugoslavia: Croats, Serbs and citizens of Bosnia and Herzegovina. Since there is an ever-decreasing amount of suitable labour force in Slovenia, particularly in the field of lower-qualified personnel, and the birth rate is also declining, ** Slovenian labour markets are opening up for these foreign workers**.

Pošta Slovenije seeks to ensure a sufficient number of employees for the provision of services through the employment of foreign labour force, to fulfil legal requirements for achieving quality, to fulfil contractual commitments with business partners and to arrange the replacement of absent employees, thereby influencing the reduction of absenteeism and ** surpluses of working hours** as well as ** more favourable utilisation of annual leave, which significantly affects the ** positive working atmosphere and ** employee satisfaction**, the improvement of service quality and the growth of added value of each employee.