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MPK POZNAN Sp. z o.o. contributes to Poznan's development by enhancing travel comfort, service availability, and passenger numbers. This case study explores their recruitment process, training programs, and agreements with trade unions to address staff shortages effectively.
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Impact of directive 2003/59/EC on recruitment: the example of MPK POZNAN Sp. z o. o.
MPK POZNAN Sp. z o.o. contributes to the development of the city of POZNAN as a social and economic entity by way of improving the travel comfort for its passengers, enhancing the availability of services and increasing the number of passengers. • MPK operations on tram and bus lines cover the territory of Poznan and partially the area of 6 suburban communities. • The company employs 2500 staff in total, including 840 bus drivers.
Human resources division – recruitation, formal matters • Training unit– organization and trainings execution • Bus division– final adaptation and employment • Trade unions – Company aggreement regarding the periodical trainings • District office work – financing (partially) of initial trainings for unemployed
Initial qualification training is carried out by the municipal transport operator based on a civil-law agreement which guarantees employment, sets out training rules, specifies its costs and payments to be made by training participants. • Periodic qualification training is based on an agreement between the Employer and trade-unions with regard to the rules governing the training delivery: training costs are covered by the Employer, drivers attend training after or before working hours.
The introduction of the civil law agreement offers the possibility to attend the initial qualification training to individuals who cannot afford it. The training participants receive the bus driver licence and are ensured employment with the Company. • On the other hand, owing to the agreement on the periodic qualification training, the Company recruits drivers with required skills
The implemented best practice which takes into account social needs and situation on the labour market has allowed MPK to resolve the issue of staff shortages. • In addition, it allows candidates to learn a new trade despite the high cost of the initial training. • In the first year, MPK provided the periodic qualification training to 140 drivers and the initial qualification training to 60 individuals.
